SHRM

2008 Certification Handbook
PHR • SPHR • GPHR

IMPORTANT CONTACT INFORMATION

PHR – Professional in Human HRCI
Resources 1800 Duke Street
Alexandria, VA 22314 USA
SPHR – Senior Professional in (866) 898-HRCI or (703) 548-3440
Human Resources Fax (703) 535-6474
GPHR – Global Professional in PES

Human Resources 475 Riverside Drive, 6th Floor
HRCI Testing Office (470)
New York, NY 10115 USA
(866) 744-HRCI or (212) 367-4362
Fax (212) 367-4318
Prometric
HRCI Program
1501 S. Clinton St
Baltimore, MD 21224
(800) 467-9582*
* See Appendix E for contact numbers outside the United States, U.S. territories or Canada.
WHERE-TO-TURN GUIDE
General certification information
Visit www.hrci.org
Review existing application
Questions on application status

Questions on payment issues E-mail hrciapp@proexam.org
To correct minor errors to your name
Questions on supporting documentation

E-mail hrciinf@proexam.org
All other questions on applying for the exam
List of testing centers www.prometric.com/hrci
Temporary test site closures www.prometric.com/sitestatus

WHAT THE EXAMS ASSESS
PHR and SPHR

The PHR and SPHR exams assess generalist knowledge of the HR field, including strategic man-
agement, workforce planning and employment, HR development, total rewards, employee and
labor relations, and risk management. The SPHR exam supersedes the PHR designation; there-
fore, the PHR and SPHR cannot be held simultaneously.
GPHR
The GPHR exam assesses the international HR body of knowledge and is intended for HR pro-
fessionals who develop and implement global HR strategies, manage HR operations overseas
and oversee international assignment management. You may have simultaneous certification in
GPHR and PHR or SPHR.
PHR AND SPHR TESTING WINDOWS AND DEADLINES

Exam Testing Window Regular Deadline Date Late Deadline Date
Spring
PHR/SPHR May 1-June 30, 2008 March 14, 2008 April 18, 2008
GPHR/CA May 1-31, 2008 March 14, 2008 April 18, 2008
Winter
PHR/SPHR Dec. 1, 2008- Oct. 10, 2008 Nov. 14, 2008
Jan. 31, 2009
GPHR/CA Dec. 1-Dec. 31, 2008 Oct. 10, 2008 Nov. 14, 2008

2008 EXAM FEES
Application Regular Total Regular Total Late
Fee Deadline Deadline Fee Deadline Fee*
(nonrefundable) Exam Fee (Includes application (Includes application,
and exam fees) exam and late fees)
CALIFORNIA CERTIFICATION PHR
SHRM member U.S.$75 U.S.$175 U.S.$250 U.S.$300
For more information on the Nonmember U.S.$75 U.S.$225 U.S.$300 U.S.$350
California certifications (PHR-CA Student/recent U.S.$75 U.S. $45 U.S.$120 U.S.$170
and SPHR-CA), please go to graduate**
www.hrci.org/certification/CA. SPHR
Nonmember U.S.$75 U.S.$350 U.S.$425 U.S.$475
GPHR
Student/recent U.S.$75 U.S. $45 U.S.$120 U.S.$170
graduate**
California certification (PHR-CA and SPHR-CA)

* A U.S.$50 late fee will be assessed on applications received after the regular deadline but on or before the
late deadline.
** For students/recent graduates, the balance of the PHR and/or GPHR exam fee is required upon meeting
experience and graduation requirements.
HRCI HANDBOOK OVERVIEW
Submission of your application attests that you have read
the handbook and you agree to be bound by all policies
and procedures set forth in the handbook
STEP 1 STEP 2 STEP 3 STEP 4

Before you apply for the exam Apply for the exam After you have applied On Exam Day
for the exam
Read the Handbook
Applications submitted Must meet minimum Check the status online Bring unexpired
are only valid for the requirement of 2 years of HR or via telephone through PES government-issued photo ID
testing window for exempt level experience within 10 business days matching your legal name
which you have applied on exam application
Students and recent Students may test no Eligible candidates Arrive to Prometric
graduates with 2 years of HR earlier than 1 year before receive an authorization to Testing Center 30 minutes
exempt-level experience must graduation; recent graduates test (ATT) letter with instruc- before scheduled time
apply as an HR professional must test no later than tions to schedule, reschedule
and pay the full exam fee 1 year after graduation or cancel the exam
Candidates may apply Appendix A Exams are scheduled Follow all center rules
via online or paper application; Lists the knowledge and through Prometric as soon
a $50 fee is assessed for responsibility areas covered on as ATT letter is received to
applications received the PHR and SPHR exams secure preferred test day,
after first deadline time and location
Name on application Appendix B “Studying for the Exam”

must match unexpired Lists the knowledge and section contains a list of
government-issued photo ID responsibility areas covered suggested materials to
for admission to the test site on the GPHR exam prepare for the exam
Paper applications must Appendix C Policies for exam sched-

be postmarked by one of the How to complete application uling, exam level changes,
two deadline dates. Online Appendix D contains all rescheduling, withdrawals
applications must be received supporting doc. forms and cancellations are found
by 11:59 pm ET Appendix E lists international in “After Applying for the
testing centers Exam” section
CONTENTS
INTRODUCTION
Certification Overview ........................................................................................................................................................1
PHR, SPHR and GPHR Exam Overview ...............................................................................................................2
APPLYING FOR THE EXAM

Eligibility Requirements .....................................................................................................................................................5
Student/Recent Graduate Eligibility Requirements .................................................................................8
Recertification by Examination...................................................................................................................................9
Testing Windows, Application Deadlines and Fees ..............................................................................10
Payment Methods ................................................................................................................................................................12
Additional Service Fees ...................................................................................................................................................12
Special Accommodation Requests .......................................................................................................................13
Test Center Locations .......................................................................................................................................................14
Completing and Submitting the Application .............................................................................................14
AFTER APPLYING FOR THE EXAM

Checking the Application Status............................................................................................................................18
Application Audits ...............................................................................................................................................................19
Exam Scheduling ...................................................................................................................................................................19
Updating Contact Information ................................................................................................................................20
Exam Level and Test Site Changes ......................................................................................................................20
Exam Reschedules, Withdrawals and Refunds .........................................................................................21
No-Show Candidates ........................................................................................................................................................24
STUDYING FOR THE EXAM

PHR, SPHR and GPHR Exam Preparation ......................................................................................................25
ON EXAM DAY
Presenting Positive Proof of Identity .................................................................................................................28
Test Center Rules ..................................................................................................................................................................29
AFTER THE EXAM

Receiving Exam Results..................................................................................................................................................31
About Scoring and Score Reports.........................................................................................................................32
Retaking the Exam ..............................................................................................................................................................33
Recertification ..........................................................................................................................................................................33
Duplicate Score Reports/Replacement Certificates..............................................................................34
Review of Exam Score .....................................................................................................................................................34
APPENDIX A – PHR AND SPHR TEST SPECIFICATIONS ........................................35

APPENDIX B – GPHR TEST SPECIFICATIONS ......................................................................45
APPENDIX C – COMPLETING THE APPLICATION .........................................................57
APPENDIX D – FORMS ........................................................................................................................................65
APPENDIX E – INTERNATIONAL EXAM DELIVERY....................................................73
INTRODUCTION
CERTIFICATION OVERVIEW
What Is Certification?
Certification is a voluntary action by a professional group to establish a system to grant
recognition to professionals who have met a stated level of training and work experience.
Certified individuals are usually issued a certificate attesting that they have met the stan-
dards of the credentialing organization and are entitled to make the public aware of their
credentialed status, usually through the use of acronyms (e.g., PHR, SPHR or GPHR) after
their names.
Certifications differ from certificate programs because certifications, by definition, include a

work experience component. Certificate programs, on the other hand, award certificates
once a course of study has been completed and do not require previous work experience.
Why Is Certification Desirable?

Certification sets those with the credential apart from—or above—those without it. There
are a number of advantages to seeking certification. Certification becomes a public recogni-
tion of professional achievement—both within and outside of the profession. For many,
achieving certification becomes a personal professional goal—a way to test knowledge and
to measure it against one’s peers. Others see certification as an aid to career advancement.
Purpose and Use of Certification

PHR, SPHR and GPHR certification shows that the holder has demonstrated mastery of the
domestic or international HR body of knowledge and, through recertification, has accepted
the challenge to stay informed of new developments in the HR field.
The PHR, SPHR and GPHR exams are completely voluntary. Organizations or individuals
incorporating PHR, SPHR or GPHR certification as a condition of employment or advance-
ment do so of their own volition. Individuals should determine for themselves whether the
use of this process, including its eligibility and recertification requirements, when coupled
with any other requirements imposed by individuals or organizations, meets their needs
and complies with any applicable laws.
The PHR, SPHR and GPHR designations are a visible reminder to peers and co-workers
of the holder’s significant professional achievement. PHR-, SPHR- and GPHR-certified
professionals should proudly display their certificates and use the credentials on business
correspondence.
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PHR, SPHR AND GPHR EXAM OVERVIEW
PHR and SPHR Exams
EXAM OVERVIEW The Professional in Human Resources (PHR®) and the Senior Professional in Human

Resources (SPHR®) exams are both based on U.S. federal laws, regulations and practices
225 multiple-choice questions for
and are generalist in nature (i.e., they assess all the functional areas of the HR field). They
the PHR and SPHR; 165 for the
differ in terms of focus and the cognitive level of questions. PHR questions tend to be at an
GPHR.

operational/technical level. SPHR questions tend to be more at the strategic and/or policy
PHR and SPHR: 4 hours to com-
level.
plete; GPHR: 3 hours to complete.
Administered by computer. Test questions on both exams reflect the most recently published test specifications (see
Appendix A). The exams are multiple choice and consist of 200 scored questions plus 25
pretest questions randomly distributed throughout the exam (a total of 225 questions).
Each question lists four possible answers, only one of which is the correct or “best possible
answer.” The answer to each question can be derived independently of the answer to any
other question. Four hours are allotted to complete the exam.
For those considering taking the PHR or SPHR exam, HRCI offers online assessment exams
composed of actual exam questions that have appeared on previous exams but were
removed from the item bank to develop the assessment exams. Before registering for the
PHR or SPHR exam, consider taking an online assessment exam. The assessment exam
exposes candidates to the types of questions on the actual exam. For more information
about our assessment exams (including fees), visit the HRCI web site at www.hrci.org.

GPHR Exam
Globalization is the defining political and economic force in the world today. It requires
new ways of thinking and responding. For HR professionals, recognizing and understanding
this phenomenon is fast becoming a job requirement. The purpose of the Global
Professional in Human Resources (GPHR®) certification is to assess your mastery of the nec-
ARE YOU READY?
essary knowledge to be successful in this worldwide marketplace.
Take the HRCI Online Assessment
Exam for PHR or SPHR Exam questions reflect the most recently published test specifications (see Appendix B). The
(www.hrci.org). exams are multiple choice and consist of 150 scored questions plus 15 pretest questions
randomly distributed throughout the exam (a total of 165 questions). Each question lists
four possible answers, only one of which is the correct or “best possible answer.” The
answer to each question can be derived independently of the answer to any other ques-
tion. Three hours are allotted to complete the exam.
2
Pretest Questions
Pretest questions are not counted in scoring. They are, however, essential in building the
PHR, SPHR and GPHR item (or test question) banks and are on the exam to statistically
assess their difficulty level and effectiveness at discriminating between candidates who
meet the passing standard and those who do not. The information gathered in the pretest
process determines whether the question will be included on a future exam.
On Test Day
On test day, answer questions that are easy first and mark the more difficult ones to return
to later. There is no penalty for guessing, so try to answer all the questions. Unanswered
questions are counted as incorrect.
There are survey questions at the end of the exam that candidates are encouraged to
answer. These questions are optional. Responses are confidential. The information collected
is used for statistical purposes only.
Exam questions represent the following functional areas in HR. The percentages indicate
the extent to which each functional area is emphasized in each exam.
PHR AND SPHR EXAM FUNCTIONAL AREAS

PHR SPHR
Strategic Management 12% 29%

Workforce Planning and Employment 26% 17%
Human Resource Development 17% 17%
Total Rewards 16% 12%
Employee and Labor Relations 22% 18%
Risk Management 7% 7%
GPHR EXAM FUNCTIONAL AREAS
Strategic HR Management 22%

Organizational Effectiveness and Employee Development 14%
Global Staffing 10%
International Assignment Management 28%
Global Compensation and Benefits 16%
International Employee Relations and Regulations 10%
Exams reflect the percentages listed above and are reviewed by a panel of certified HR
professionals with subject matter expertise to ensure that the questions are up to date and
reflect the published test specifications.
3
Passing Score
The passing score for each exam (based on a scaled score) is 500. The minimum possible
score is 100. The maximum possible score is 700.
For more information about scaled scoring, please see “Understanding the Score Report”
and “How the Passing Score Was Set” in this handbook.
HRCI CERTIFICATION DENIAL AND REVOCATION APPEALS PROCESS

Candidates whose applications are denied or revoked for the following reasons may follow
the established appeals process outlined below.
Certification Denial and Revocation

Certification may be denied or revoked for any of the following reasons:
Falsification of work experience or other information on the exam application.

Misrepresentation of work experience or other information on the exam application.
Violation of testing procedures.
Failure to pass the certification exam.
Failure to meet recertification requirements.
Certification Denial and Revocation Appeals Process

Candidates whose applications are denied or revoked for any of the reasons stated above
will be notified in writing. Candidates may appeal the decision to the HRCI Appeals Panel.
Candidates must submit appeals in writing to the HRCI Operations Director. Appeals must:
be in writing, signed by the candidate and sent to HRCI by certified mail;

include the specific reason(s) for appeal;
be accompanied by evidence or other pertinent information refuting the original decision;
be postmarked no later than ten (10) business days after the date on the notification letter.
Appeals Panel
Appeals requests will be reviewed by the HRCI Appeals Panel, which is comprised of two
HRCI Board members, one certified HR professional (the certification of this professional
will coincide with the appellant’s revoked or denied certification), one HRCI staff member,
and an attorney, if deemed appropriate.
The Appeals Panel will review the request within 15 business days of receipt. During the
review of the appeal, the Panel may request additional documentation as needed. All infor-
mation received will be considered strictly confidential and will be used only to review the
appeal.
Appeals Decision
Candidates submitting an appeal will receive written notification of the decision within 30
days of receipt of the request. This notification will also be provided to HRCI’s Executive
Committee of the Board. The HRCI Appeal Panel’s decision is final. There is no appeal
based on failure to pass the exam or to recertify.
4

ELIGIBILITY REQUIREMENTS APPLYING FOR THE EXAM
Document two years of exempt-level
(professional) HR work experience. ELIGIBILITY REQUIREMENTS
The PHR and SPHR are generalist exams and assess knowledge of the entire domestic HR field.
If you have never been an HR generalist or do not plan to become one, please evaluate
whether these exams are right for you. The GPHR exam is intended for HR professionals who
develop and implement global HR strategies, oversee international assignment management
and manage HR operations across borders.
To be eligible to sit for the PHR, SPHR and GPHR exam, candidates must have at least two
years of exempt-level (professional) HR work experience. In the Professional Employment
Experience section of the application, the candidate’s position(s) must be an exact match of
the exempt-level HR position codes found in Appendix C of the handbook.
If a candidate’s title is not on the approved position title list, candidates will need to mark
“other” or “999” on the application and fill out the Supporting Documentation Form. This form
must demonstrate that:
At least 51 percent of the candidate’s daily activities are within the human resource function.
Those activities are at the exempt (professional) level (described below).
Eligibility is determined by the information found in the Professional Employment Experience

section of the application and, if necessary, on the completed supporting documentation form
and any accompanying documentation. If a candidate is found ineligible, candidates may appeal
the decision (see page 4). It is in a candidate’s best interest to ensure that supporting documen-
tation clearly demonstrates two years of exempt-level (professional) HR work experience.
HRCI does not discriminate on the basis of race, religion, national origin, gender, sexual orien-
tation or disability.
The exams reflect today’s HR practices. Although the two years of exempt-level (professional)
HR work experience need not be current or sequential, more recent experience is more likely to
coincide with the exam’s content.
HRCI also offers a special student/recent graduate category. For more information about taking
the exam as a student/recent graduate, please see “Student/Recent Graduate Eligibility
Requirements” in this handbook.
Documenting Work Experience

With the exception of students, recent graduates and recertification-by-examination candidates,
all candidates must complete the professional employment experience section of the application
to document eligibility. All applications are reviewed to determine eligibility. Because of the vol-
ume of applications received, HRCI cannot preapprove applications for eligibility. Ineligible candi-
dates will be refunded the exam fee. Application and optional fees are nonrefundable.
5
Supporting Documentation of HR Professional Employment Experience
Candidates who cannot find an exact match for a job title on the position code list (found
AVOID A RESUBMISSION FEE in Appendix C) must list that job title as “other” or “999” on their applications; submit
a completed Supporting Documentation Form (found in Appendix D) and attach a job
Mail or fax completed HR
description or similar document to show that the position was at an exempt level
professional employment experience
(professional) and that at least 51 percent of the daily activities were HR focused.
documentation and any other
Candidates who do not provide this information will be ineligible to take the exam
required supporting documentation
or will be assessed a resubmission fee.
to PES within five business days of
submitting an online application or To avoid a resubmission fee (see “Resubmission Fees” in this handbook), online applicants
at the same time if mailing a who mail or fax additional information have five business days from the date they submit
scannable application. their applications to forward that information to PES. Candidates who submit paper appli-
cations must enclose all required supporting documentation with their applications to avoid
having to pay a resubmission fee.
Exempt-Level (Professional) Work Experience

Candidates must demonstrate exempt-level (professional) HR work experience. In the
United States, “exempt” is defined by the Fair Labor Standards Act (FLSA) and its amend-
ments. All managers and supervisors have some HR responsibilities as part of their jobs but
it is generally not the dominant work function on a daily basis and therefore would not
make them eligible to take the exam.
To learn more about exempt versus nonexempt work experience, visit the U.S. Department
of Labor web site at www.dol.gov/elaws/flsa.htm.
In the HR field, exempt-level positions are categorized as:
HR practitioners (those whose job duties are normally found in the typical HR function).
HR educators (those whose principal areas of instruction are in the HR field at an
accredited institution of higher learning).
HR researchers (those whose research activities are restricted primarily to the HR field).
HR consultants (those whose consulting activities are primarily in the HR field).
For those working outside of the United States, the equivalent of exempt-level work is
considered to be work done at a “professional” level. For purposes of eligibility for HRCI
exams, professional experience includes supervisory responsibility and/or creative or original
work requiring advanced HR knowledge.
PHR or SPHR? Choosing the Appropriate Exam

Candidates should choose the exam that best represents their mastery of the HR body of
knowledge. HRCI has found that appropriate exempt-level HR work experience and educa-
tional background contribute significantly to success on the exams.
With this in mind, HRCI strongly recommends that PHR candidates have two to four years
of exempt-level (professional) HR work experience and SPHR candidates have six to eight
years of exempt-level (professional) HR work experience.
6
CHOOSING AN EXAM LEVEL
PHR SPHR
Required exempt-level (professional) HR experience 2 Years 2 Years

Recommended exempt-level (professional) HR experience 2–4 Years 6–8 Years
Profile of a Candidate
An honest assessment of skills, knowledge and responsibilities within the HR function is
critical when deciding whether to seek certification as a PHR, SPHR or GPHR. The following
profiles of typical PHR, SPHR and GPHR candidates may help you determine which exam is
appropriate for you. Because of the nature of the exams and their common body of knowl-
edge, the PHR and SPHR designations cannot be held concurrently. However, you may hold
either a PHR or SPHR certification in conjunction with a GPHR designation.
PHR Candidate:
Focuses on program implementation.

Has tactical/logistical orientation.
Has accountability to another HR professional within the organization.
Has two to four years of exempt-level generalist HR work experience, but because of
career length may lack the breadth and depth of a more senior-level generalist.
Has not had progressive HR work experience by virtue of career length.
Focuses his or her impact on the organization within the HR department rather than
organizationwide.
Commands respect through the credibility of knowledge and the use of policies and
guidelines to make decisions.
SPHR Candidate:
Designs and plans rather than implements.

Focuses on the “big picture.”
Has ultimate accountability in the HR department.
Has six to eight years of progressive HR experience.
Has breadth and depth of HR generalist knowledge.
Uses judgment obtained with time and application of knowledge.
Has generalist role within organization.
Understands the effect of decisions made within and outside of the organization.
Understands the business, not just the HR function.
Manages relationships; has influence within overall organization.
Commands credibility within organization, community and field by experience.
Possesses excellent negotiation skills.
7

GPHR Candidate:
Establishes HR policies and initiatives that support the organization’s global growth and
reputation as an employer.
Designs organizational structures, programs and processes to achieve worldwide busi-
AVOID A RESUBMISSION FEE
ness needs.
Mail or fax the completed stu- Oversees international assignment strategies and policies.
dent/recent graduate verification Develops, implements and evaluates programs, processes and tools to ensure that they
form and other applicable support- align with competitive practice, the organization’s objectives and legal requirements.
ing documentation no later than Oversees the processes and practices that ensure favorable employment conditions bal-
five business days after submitting ancing employer needs with employee rights and needs.
an online application or at the Has core knowledge of the organization’s international HR activities.
same time if mailing a scannable
application.
STUDENT/RECENT GRADUATE ELIGIBILITY REQUIREMENTS
Students and recent graduates enrolled in a bachelor’s or graduate degree program
may take the PHR and GPHR exams at an initial registration rate of U.S.$120. Passing
students and recent graduates must pay the balance of the exam fee once they have

graduated and documented two years of exempt-level (professional) HR work
experience. They have five years from the date of passing the exam to obtain the two
years of exempt-level (professional) HR work experience. Student/recent graduate
candidates are not eligible to take the SPHR certification exam.
Student/recent graduate candidates must take the exam no earlier than 12 months
Student/recent graduates who before their graduation date and no later than 12 months after graduation from a
meet the two-year exempt-level bachelor’s or graduate degree program.
See Appendix E for information about taking the exam outside of the United States, U.S.
(professional) HR work experience
requirement CANNOT take the PHR territories or Canada.
or GPHR exam as a student; they
must apply as an HR professional Completing the Student/Recent Graduate Verification Form
and pay the full exam fee. To determine eligibility, students/recent graduates must submit a completed Student/
Recent Graduate Verification form in lieu of completing the professional employment
experience section of the application.
Students should complete the top portion of the Student/Recent Graduate Verification
form and have it signed by a college or university official.
Recent graduates should sign the Student/Recent Graduate Verification form and attach
a copy of their diploma or a transcript showing that the degree was granted. The date
the degree was granted must appear on the diploma or transcript. Official transcripts are
preferred.
Candidates who have changed their names since graduation should indicate their former
name on the Student/Recent Graduate Verification form and follow the instructions in the
“Name Changes” section in this handbook.
8
Students who obtain a degree from a college or university outside of the United States
or Canada must provide an equivalency certificate in order to take the exam as a stu-
dent/recent graduate. For a list of organizations that offer this service, please go to
www.hrci.org.
Completed Student/Recent Graduate Verification forms should be mailed with the

completed scannable application or with a copy of the summary page from the online
application to PES. To avoid a resubmission fee (see “Resubmission Fees” in this
handbook), students/recent graduates who apply online must mail or fax a completed
form and any other required supporting documentation to PES within five business days
from the date they submit the online application to PES.
Submitting Proof of Work Experience

Students/recent graduates have five years from passing the exam to obtain two years of
exempt-level (professional) HR work experience. The PHR and GPHR certification is awarded
after student/recent graduate candidates:
Obtain and document two years of exempt-level (professional) HR work experience;

Provide proof of graduation (an official transcript or a copy of the diploma); and
Pay the balance of the exam fee.
Passing students will receive more information about how to submit this information when
they receive their score report.
For more information about completing the application form as a student/recent graduate,
please see “Completing the Application” in Appendix C.
Student Use of the PHR and/or GPHR Designation

Passing students/recent graduates cannot use the PHR and/or GPHR designation until they
obtain the required work experience, provide proof of graduation and pay the balance of
the exam fee.
Students and recent graduates can let prospective employers know they passed the exam
and will become certified once they obtain the work experience.
RECERTIFICATION BY EXAMINATION
Certification is awarded for three years. At the end of that cycle, recertification is required
either by documenting 60 recertification credit hours of HR-related continuing education
activities and/or experience or by retaking the exam. Recertification shows that certified
professionals have maintained and updated their HR knowledge during the three-year
certification period.
9
The vast majority of certified professionals prefer to recertify by documenting professional
development activities. For more information about recertification using this method, please
visit the HRCI web site at www.hrci.org/recertification.
Some certified professionals prefer to recertify by retaking the exam.
Recertification-by-examination candidates must:
Take the exam before their certification cycle expires.

Recertify only at their current certification level.
Wait at least one year from their beginning certification date before taking the test.
Recertification-by-examination candidates are subject to the same exam fees as outlined in

this handbook and are subject to all optional service fees, if applicable.
TESTING WINDOWS, APPLICATION DEADLINES AND FEES

The “testing window” is the dates in which the exam is offered. Deadline dates for each
exam testing window are listed below. All deadlines are postmark dates. For purposes of clari-
ty, the term “postmark date” includes system date/time stamps for online applicants.
Applications will not be accepted after 11:59 p.m. (ET) on the late-deadline date. It is strongly
recommended that international applicants apply online. See Appendix E for information
DEADLINE
about taking the exam outside the United States, U.S. territories or Canada.
Applications will not be accepted
after 11:59 p.m. (ET) on the late- Apply and schedule early. HRCI shares Prometric test centers with many other certification
deadline date. and licensure programs. The earlier you apply, the sooner your application will be reviewed for
eligibility and the sooner you will receive an Authorization to Test (ATT) letter (if eligible) so
APPLY EARLY, SCHEDULE EARLY you can schedule the exam for the date, time and location of your convenience.
Apply early in order to schedule the
Candidates who attempt to schedule their exams after the opening of the testing window
exam when and where you prefer.
may not be able to schedule at the time and test location of their choice. In rare instances,
candidates who attempt to schedule or reschedule their exam late into the testing window
may find that they are unable to schedule an exam, date and location. If this occurs, candi-
dates may withdraw from the exam and apply for a 50 percent refund of their exam fee (see
the “Withdrawals” and “Refunds” section in this handbook). The $75 application fee is non-
refundable.
Testing Windows and Deadlines

Two testing windows are offered annually. The chart on page 11 outlines the testing windows
for each exam and the registration deadlines. ATT letters will be mailed to eligible candidates
within two weeks of receipt of a completed application. This letter will provide candidates
with the information needed to schedule an exam. Applications that require additional docu-
mentation (such as a student/recent graduate verification form) are considered incomplete
until the information is received and processed. Incomplete applications are subject to a
resubmission fee.
10
PHR AND SPHR TESTING WINDOWS AND DEADLINES
Exam Testing Window Regular Deadline Date Late Deadline Date
Spring
PHR/SPHR May 1-June 30, 2008 March 14, 2008 April 18, 2008
GPHR/CA May 1-31, 2008 March 14, 2008 April 18, 2008
Winter
PHR/SPHR Dec. 1, 2008- Oct. 10, 2008 Nov. 14, 2008
Jan. 31, 2009
GPHR/CA Dec. 1-Dec. 31, 2008 Oct. 10, 2008 Nov. 14, 2008
2008 EXAM FEES

Application Regular Total Regular Total Late
Fee Deadline Deadline Fee Deadline Fee*
(nonrefundable) Exam Fee (Includes application (Includes application,
and exam fees) exam and late fees)
PHR
graduate**
SPHR
GPHR
graduate**
CALIFORNIA CERTIFICATION (PHR-CA AND SPHR-CA)

* A U.S.$50 late fee will be assessed on applications received after the regular deadline but on or before the
late deadline.
** For students/recent graduates, the balance of the PHR and/or GPHR exam fee is required upon meeting
experience and graduation requirements.
11
Late-Deadline Fee
Applications postmarked after the regular deadline (11:59 p.m. ET) but postmarked on or
before the late deadline will incur a U.S.$50 late fee. To be considered complete, applica-
tions must include all required supporting documentation. Applications that require addi-
tional documentation (such as a student/recent graduate verification form) are considered
incomplete until the information is received and processed. Incomplete applications are
subject to a resubmission fee. Scannable applications received after the late deadline date
will be returned to the candidate unprocessed.
SHRM Member Rate

To receive the reduced national SHRM member rate, candidates must provide their SHRM
membership number on the application at the time it is submitted.
PAYMENT METHODS
Credit Cards
Exam fees are due at the time of application submission. Applicants may pay by VISA,
MasterCard or American Express.
Money Orders, Certified/Cashier’s and Organizational Checks

Candidates using the scannable application can also pay by money order, certified/cashier’s
check or organizational check made payable to Professional Examination Service. Personal
checks will not be accepted. Please do not send cash.
Candidates’ name and home telephone number (including area code) must appear on all
payments made by money order, certified/cashier’s check or organizational check.
If fees for more than one candidate are paid by a single check or money order, a list of all
candidates’ names and home telephone numbers (including area codes) must be included
with the check and the application materials. Checks and money orders received without
proper candidate identification may be returned to the sender unprocessed.
ADDITIONAL SERVICE FEES

Optional Service Fees
Optional service fees are not refundable.
Exam Level Change—SPHR to PHR U.S.$20

Exam Level Change—PHR to SPHR U.S.$145
(See the “PHR and SPHR Exam Level and Test Site Changes” section in this handbook.)
Review of Exam Score U.S.$50

(Requests must be received within six months of the exam date.)
Duplicate/Replacement Score Reports/Certificates U.S.$20
12
VISA, MasterCard, American Express, certified/cashier’s checks, money orders or organiza-
tional checks in U.S. currency are accepted for these services. Personal checks and cash are
NOT accepted.
Resubmission Fees
Candidates with incomplete applications will receive a letter from PES detailing what is
needed to make the application complete. To become eligible to take the exam, they must
submit the required information by the date specified in the letter and pay a U.S.$20
resubmission fee. Payment instructions will be included in the “Incomplete Letter.”
To avoid paying a resubmission fee, online applicants who need to mail or fax additional
information must do so no later than five business days from the date they submit the
application to PES.
It is strongly advised that a traceable method (“signature required”) be used when mailing
documentation. When faxing, be sure to keep the confirmation notice that the fax was
successfully transmitted.
SPECIAL ACCOMMODATION REQUESTS

HRCI complies with the Americans with Disabilities Act and Title VII of the Civil Rights Act,
as amended, to accommodate candidates with disabilities who need special arrangements
to take the exams. Auxiliary aids and services will be provided except where these may
fundamentally alter the exam or result in an undue burden.
Prometric cannot comply with special accommodation requests made by candidates taking
the exam outside the United States, U.S. territories or Canada where local operating
conditions or local laws and customs render such requests unlawful, impossible or econom-
ically unfeasible to perform.
A special accommodation request must be made by the candidate at the time of

application by marking the appropriate box on the online or scannable application
form and submitting the following (completed) forms:
Special Testing Accommodation Request form (included in Appendix D and online).

Documentation of Disability-Related Needs by Qualified Professional form (included in
Appendix D and online). This form must be completed by a professional with a license or
credential appropriate to diagnose and treat the candidate’s disability. The nature of the
disability, identification of the test(s) and protocols used to confirm the diagnosis, a
description of past accommodations made for the disability and the specific testing
accommodations requested must be included.
To avoid paying a resubmission fee, candidates applying online who must mail or fax spe-
cial accommodation information have five business days from the date they submit the
application to forward that information to PES.
13
As with all mailed information, it is strongly recommended that candidates use a traceable
“signature required” delivery method. If the information is faxed, be sure to retain the
transmission report as evidence of successful transmission.
Incomplete or late requests will not be honored.
TEST CENTER LOCATIONS

Prometric currently has more than 250 test centers throughout the United States, U.S. terri-
tories and Canada. In addition, Prometric has test center locations throughout the world.
Before scheduling an exam, be sure to visit the Prometric web site at

www.prometric.com/hrci to determine the latest test center information (including hours
of operation). Most Prometric test centers are open Monday through Saturday. Prometric
reserves the right to change test center locations as necessary.
See Appendix E for information about taking the exam outside of the United States, U.S.
territories or Canada.
COMPLETING AND SUBMITTING THE APPLICATION

Applying Online
Refer to Appendix C for detailed instructions on how to complete the application.
ONLINE APPLICATION STEPS

1. Apply online at www.hrci.org. If you have previously been assigned an HRCI ID number,
use that number to log in to your file and apply for the exam. If you do not have an
HRCI ID number, you will be asked to create an online profile before you can apply for
an exam.
2. Be sure that your name exactly matches the unexpired, government-issued ID you’ll be
presenting at the test center.
3. Confirm that the information entered is correct.
4. Print summary page.*
5. Receive e-mail confirmation.*
6. Mail supporting documentation if needed.
7. Application reviewed by PES for eligibility.
8. Authorization to Test (ATT) or notice of ineligibility letter issued.*
9. Schedule your exam at www.prometric.com/hrci or (800) 467-9582.**
10. Take exam on scheduled day and time.
* These documents will include your 12-digit HRCI ID number.
** See Appendix E for information about taking the exam outside the United States, U.S. territories or
Canada.
14
To register for an upcoming exam online, go to www.hrci.org. Follow the instructions and
keep a printed version of the summary page when prompted.
Online applicants must print the summary page to ensure the application is completed and
submitted. The inability to print this page may indicate that the application was not suc-
cessfully submitted. If this occurs, do not click the back arrow. Close your browser, then
reopen the browser and go to www.hrci.org. Click on the “Apply Now” icon, log in using
your HRCI ID number and password and then click on the link under Action Items marked

“Finish Your Exam Application.” If the problem persists, please contact PES at (866) 744-
HRCI or click on the e-mail link at the bottom of the application page.
Online applicants will receive an auto-generated e-mail within 24 hours of sending the
application confirming successful transmission. This confirms successful transmission only
and should not be construed as confirmation of eligibility. Candidates who do not receive
PRINT THE SUMMARY PAGE this auto-generated message should check the status of their application online before
When applying online, use a com- contacting PES. This may indicate that the application was not successfully transmitted.
puter that is connected to a printer
HRCI ID Number
and print the summary page when
All candidates are assigned a 12-digit HRCI ID number. This number will appear on the
prompted. If this is not possible,
summary page, the confirmation e-mail and the Authorization to Test (ATT) letter. The ID
copy and paste the page and save
number is not the same as your SHRM member number, if applicable. Your HRCI ID number
the file.
and a password will be required to review and modify applications online, to schedule
KEEP TRACK OF YOUR ID NUMBER exams and for all communication with HRCI, PES or Prometric. Once certified, this will
become your ID number for any future exams as well as for recertification.
All candidates will receive an HRCI
ID number in their summary page, All candidates—regardless of how they apply—can review/modify their contact informa-
confirmation e-mail and the tion online. If candidates have submitted a paper application, please allow two to three
Authorization to Test (ATT) letter. weeks from the time of submission before the information will be available in the candi-
This ID number will be required to date’s online file.
review and modify applications and
to schedule exams. This ID number Additional Forms
will become your unique ID number
The following forms are available online and can be downloaded and completed by appli-
for any future HRCI exams as well
cants as appropriate:
as for recertification.
Supporting Documentation form
Student/Recent Graduate Verification form
Special Testing Accommodation Request form
Documentation of Disability-Related Needs by a Qualified Professional form
When submitting any of these forms, online applicants must include a copy of the summary
page printed from their online application. Online candidates have five business days from
their online application submission date to forward additional information to PES. A resub-
mission fee will be assessed to candidates who receive notification of a deficiency because
of the lack of a timely receipt of the additional information.
Online applicants can pay by VISA, MasterCard or American Express. 15

Application Availability
The online application is available until 11:59 p.m. (ET) on the late-deadline date.
Online applicants are expected to meet all deadlines. HRCI and PES are not responsible for
system problems (web site down, etc.). Online applicants are strongly advised to apply well
in advance of the regular deadline date. This will allow candidates time to confirm their
registration and allow more choices in testing dates, times and locations. Candidates
attempting to schedule or reschedule appointments within 30 days of the close of the
testing window cannot be guaranteed that an appointment will be available.
Submitting an Application by Mail

Refer to Appendix C for detailed instructions on how to complete the application.
APPLICATION STEPS WHEN APPLYING BY MAIL

1. Complete the scannable application using a #2 pencil. Be sure that your name exactly
matches the unexpired, government-issued ID you’ll be presenting at the test center.
2. Include payment and supporting documentation (if necessary) with application.
3. Mail to PES. Do not fold application.
4. Receive e-mail confirmation.*
5. Application reviewed by PES for eligibility.
6. Authorization to Test (ATT) or notice of ineligibility letter issued.*
7. Schedule your exam at www.prometric.com/hrci or (800) 467-9582.**
8. Take exam on scheduled day and time.

* These documents will include your 12-digit HRCI ID number.
** See Appendix E for information about taking the exam outside the United States, U.S. territories or
Canada.
APPLY ONLINE. IT’S FAST, EASY Completing the Scannable Application Form
AND SECURE. Candidates must use a #2 pencil to complete the scannable application. Applications
Online registration is encouraged for completed with other types of pencils or pens cannot be scanned and will be returned.
Photocopies, faxes, copies of the online application, previous application versions, appli-
faster application processing.
cations submitted as e-mail attachments or applications completed using other writing
Go to www.hrci.org devices will not be accepted.
When completing the scannable application, print the letters in the boxes provided, one
AVOID A RESUBMISSION FEE
letter to a box, and fill in the corresponding oval in each column that appears below the
Mail or fax all forms and supporting printed letter. Do not fill in ovals for blank spaces.
documentation within five business Applications—including supporting documentation, forms and payment—must be sub-
days of submitting an online appli- mitted in one envelope to PES. Do not fold the application. Scannable applications are
cation. read using an optical scanner. Folded applications may cause the scanner to misread
vital information.
Applications may be returned if they are incomplete or cannot be read by the optical
scanner.
16

Candidates attempting to schedule Candidates who submit an incomplete application will receive a letter from PES showing
appointments within 30 days of what is needed to make the application complete. To become eligible, candidates must
the close of the testing window submit the required information by the date indicated in the letter and pay a U.S.$20
cannot be guaranteed that an resubmission fee.
appointment will be available. Applications postmarked after the late deadline will not be accepted.
Schedule early! It is strongly recommended that candidates use a traceable mailing method (e.g., certified
or registered mail or expedited mail service that requires a signature) to verify delivery.
Fees for candidates using the scannable application can be paid by VISA, MasterCard or
American Express, or by U.S. money order, certified/cashier’s check or organizational check.
Payments made by money order, certified/cashier’s check or organizational check must be in

U.S. currency and made payable to Professional Examination Service. Candidates’ names and
home telephone numbers (including area code) must appear on the check or money order to
ensure accurate processing. Unidentifiable checks and money orders will be returned to the
sender. Personal checks are not accepted. Please do not send cash.
For more detailed information about completing the application, including a complete list of
approved position codes, please refer to Appendix C.
Mailing Application Materials

Before mailing your application, be sure to:
Check the application carefully to ensure that all required information (testing window, e-

mail address, fees, contact information) is accurate, complete and bubbled.
Sign and date the application.
Include all applicable forms (e.g., supporting documentation, student/recent graduate veri-
fication, special accommodation request).
Include proper payment in U.S. currency and made payable to PES, making sure names
MAILING APPLICATIONS and home telephone numbers (including area codes) appear on checks or money orders
and all credit card information is complete and accurate.
It is strongly recommended that
Use a 9 x 12-inch envelope for mailing (do not fold the application).
candidates use a traceable mailing
Affix sufficient postage to the envelope to ensure delivery.
method (e.g., certified or registered
Send the completed application packet and fees to PES by some form of traceable mail.
mail or expedited mail service that
requires a signature) to verify
delivery.
17
AFTER APPLYING FOR THE EXAM
CHECKING THE APPLICATION STATUS

Candidates can check the status of their applications online. Fields that cannot be modi-
fied will be labeled as such. Your 12-digit HRCI ID number and password are required to
access the review feature. Online candidates can review their applications online imme-
diately. Candidates who mail applications can check the status online within 10 business
days of Professional Examination Service’s (PES) receipt of the application.
Candidates deemed eligible will receive an Authorization to Test (ATT) letter two to three
weeks after PES receives the application. If ineligible, candidates will receive a “notice of
ineligibility” letter. See “Ineligible Candidates” below for reasons why an application
may be deemed ineligible.
Candidates can download ATT letters by accessing their applications online. ATT letters
will be available online until four weeks after the end of the testing window.
Candidates who provide e-mail addresses will receive an e-mail (which includes
candidates’ HRCI ID numbers) confirming receipt of the application.
Incomplete Applications
Candidates with incomplete applications will receive a letter from PES detailing what is
needed to make the application complete. To become eligible to take the exam, they
must submit the required information by the date specified in the letter and pay a U.S.$20
resubmission fee. Payment instructions will be included in the “Incomplete Letter.”
Eligible Candidates
Eligible candidates will receive an ATT letter via U.S. mail two to three weeks after receipt of a
completed application (including supporting documentation, if applicable). Candidates who
mail applications should note that processing time does not include transit time. Candidates
located outside the United States or Canada should allow additional transit time.
ATT letters can also be accessed online at www.hrci.org. Click on the “Apply Now” icon, log
in using your HRCI ID number and password and then click on the link under Action Items
marked “Review Your Exam Application or ATT Letter.”
Candidates should review the information in the ATT letter to ensure accuracy (for example,
that names and exam levels are correct). If any information is incorrect, please notify PES
immediately at (866) 744-HRCI before scheduling your exam appointment.
Ineligible Candidates
Applications will be deemed ineligible for any of the following reasons:
Failure to meet eligibility requirements.

Failure to meet deadlines.
Failure to submit a complete application.
18
There is no appeal process for candidates who do not meet the minimum eligibility require-
ments. Candidates found ineligible because they do not meet the minimum eligibility
requirements will be refunded the exam fee. Application fees and optional fees are nonre-
fundable. Applications postmarked after the late deadline will be returned unprocessed.
Candidates submitting incomplete applications may have an opportunity to correct defi-

ciencies if time permits; however, they will be assessed a U.S.$20 resubmission fee.
Candidates who do not rectify the application deficiencies by the date indicated on the
incomplete letter will be deemed ineligible and issued a refund of their examination fees.
Application and optional service fees are nonrefundable. Ineligible candidates will be
refunded fees five weeks after the close of the testing window.
APPLICATION AUDITS
HRCI randomly audits a percentage of exam applications during each exam window.
Because the audit is a separate process, the candidate may be selected for the audit even
after the ATT letter has been received. Candidates randomly selected for an audit will be
notified by e-mail. For more information about the audit process, please visit the HRCI web
site at www.hrci.org/certification.
EXAM SCHEDULING
To obtain your preferred testing date, time and location, schedule an exam appointment as
soon as you receive your ATT letter. Exam appointments may be scheduled online or by
phone. When scheduling an appointment, the following information will be required:
Your name exactly as it is printed on the ATT letter and the unexpired, government-
issued ID you will use to confirm your identity at the test center.
Your HRCI ID number as it is listed at the top of the ATT letter.
Your daytime phone number.
The name of the exam sponsor (HRCI).
The exam for which you are registered (PHR, SPHR or GPHR).
Online scheduling is encouraged because it is faster and more efficient. An e-mail address
is required to schedule online. Candidates who schedule online will receive an e-mail con-
firming the exam appointment and their confirmation number. To schedule online, go to
www.prometric.com/hrci and click on “Schedule a Test.” Those scheduling an appointment
within 48 hours of the end of the testing window must do so by phone only.
Exam appointments can be scheduled by phone Monday through Friday, 8:00 a.m. to 8:00
p.m. (ET). To schedule by phone, call Prometric at (800) 467-9582. Candidates scheduling by
phone will not receive written confirmation of their appointment unless they have provided
an e-mail address, so be sure to note the appointment details and confirmation number.
Please retain your confirmation number. This number differs from your HRCI ID number
and is required to confirm, reschedule or cancel an appointment.
19
It is highly recommended that candidates confirm exam appointments within 48 hours of
making them. Confirmations can be made online at www.prometric.com/hrci or by phone
at (800) 467-9582 and by selecting the voice prompt to confirm an appointment.
Candidates who attempt to schedule an appointment less than 30 days before the end of
the testing window cannot be guaranteed that a seat will be available and will risk forfeit-
ing exam fees.
Candidates who cancel their exam appointments but do not request a refund will forfeit all
fees. Candidates deemed eligible to take the exam but who do not schedule an appoint-
ment and do not request a refund are considered no-show candidates and forfeit all fees.
For more information, see the “Refunds” section.
UPDATING CONTACT INFORMATION

Address Changes
ATT letters and score reports are mailed to candidates’ home addresses. Candidates should
notify PES at (866) 744-HRCI immediately if there are changes to home or work mailing
addresses.
Address changes can also be made online by accessing your application at the “Apply
Now” link on the front page of www.hrci.org. Address changes made online are preferred
because it is a “virtual” or “live” change that minimizes human error.
Name Changes
To correct minor errors in your name (e.g., incorrect middle initial, missing hyphen) as print-
ed on your confirmation notice or ATT letter, e-mail PES at hrciapp@proexam.org to inform
them of the correction at least five business days before the exam appointment. For securi-
ty reasons, name changes cannot be made online after the application has been submitted.
To change your name because of a legal name change, candidates must submit notarized
documentation to PES at least five business days before their scheduled exam appoint-
ment. Please do not send originals because documents cannot be returned. When submit-
ting a name change, make sure that you have an unexpired, government-issued ID that
matches the requested name change. When appearing for the exam appointment, candidates
without appropriate ID will not be admitted to take the exam and will forfeit their fees.
EXAM LEVEL AND TEST SITE CHANGES

Exam level changes can be requested up to 10 business days before a scheduled exam date.
Exam level changes should be submitted to PES by mail or by fax. Requests received after the
deadline will not be processed. Exam level changes cannot be made online. Exam level
changes automatically cancel appointments already scheduled. In addition, if a candidate
changes from a domestic to an international test site or vice versa, this also cancels sched-
uled appointments. Candidates will need to schedule a new appointment with Prometric at
www.prometric.com/hrci or (800) 467-9582.
20
All requests must include:
Candidate’s full name (as it appears on the application).

Candidate’s HRCI ID number.
The nature of the level change (i.e., changing from xxx exam to xxx exam).
The fee to change the exam level is U.S.$20. Candidates changing from SPHR to PHR or
GPHR to PHR will be refunded the exam fee less the exam level change fee. Candidates
changing from PHR to SPHR or PHR to GPHR will be required to pay the exam level change
fee plus the difference in the exam fees. Candidates changing from SPHR to GPHR only
have to pay the exam level change fee.
Payments can be made by VISA, MasterCard, American Express, money order, certified/
cashier’s check or organizational check. Payments made by check or money order must
include the candidate’s name and HRCI ID number on the payment form. Exam level
change requests will not be honored until payment is received by PES. Candidates will
receive a confirmation of the change in seven to 10 days from receipt of the request.

EXAM RESCHEDULES, WITHDRAWALS AND REFUNDS
Reschedules
Exam appointments can be rescheduled within the testing window. Candidates cannot
reschedule to another testing window. HRCI shares Prometric test centers with other
WITHDRAWALS organizations and seats fill up quickly, so reschedule appointments as early as possible.
Candidates must withdraw from There is no charge to reschedule an exam.
their exam appointment with Exam appointments must be rescheduled no later than 12:00 noon (ET) two business days
Prometric on or before 12:00 noon before the scheduled exam date. Candidates who do not reschedule exam appointments
(ET) two business days before the within that time frame and who do not appear to take the exam will be considered
scheduled exam date (see Appendix no-show candidates and forfeit all fees. Candidates who attempt to reschedule less than
E for International candidates’ 30 days before the end of the testing window cannot be guaranteed that a seat will be
procedures). available and risk forfeiting exam fees.
To reschedule an exam, contact Prometric at www.prometric.com/hrci or (800) 467-9582.
International candidates should refer to Appendix E for information about rescheduling

exams outside of the United States, U.S. territories or Canada.
Withdrawals
Candidates may withdraw from the exam by canceling their appointment on or before
12:00 noon (ET) two business days before the exam appointment. To cancel an exam,
contact Prometric at www.prometric.com/hrci or (800) 467-9582. If canceling online, be
sure to keep a copy of the cancellation notice for your files. If canceling or rescheduling an
appointment by phone, it is recommended that you confirm this transaction online at
www.prometric.com/hrci.
21
Candidates who have not scheduled an appointment with Prometric but who wish to with-
draw from the exam should refer to the “Refunds” section below.
International candidates should refer to Appendix E for information about withdrawing

from an exam.
Refund requests must be submitted in writing to PES on or before the last day of the test-
ing window. Please see the refund policy and procedures below for more information.
Refunds
Candidates must withdraw from their exam appointment with Prometric before submitting
a refund request (see “Withdrawals”).
Candidates who withdraw from the exam on or before the late application deadline will
receive a full refund of their exam fees. The $75 application fee is nonrefundable.
Candidates who withdraw from the exam after the late application deadline but no later
than 12:00 noon (ET) two business days before the exam appointment will receive a 50
percent refund of their exam fees. The $75 application fee is nonrefundable.
Candidates who do not cancel their exam appointment within the specified time frame
and/or do not appear for an exam appointment are considered no-show candidates and
forfeit all fees. Candidates who cannot take the exam because of a medical or personal
emergency should refer to “Refunds for Medical or Personal Emergencies” below.
Candidates who do not schedule an exam appointment with Prometric and who do
not request a refund on or before the last day of the testing window are considered
no-show candidates and forfeit all fees.
TYPE OF REFUND DEADLINE DATE/TIMEFRAME AMOUNT OF REFUND*

Withdrawal On or before the late Full Refund
application deadline
Withdrawal No later than 12:00 noon 50% Refund
(ET) two business days
before exam appointment
Medical or Personal On or before the last day of 50% Refund
Emergency the testing window
Medical or Personal Documentation received no later 50% Refund
Emergency and exam than five business days from the
scheduled within the last day of testing window
last two days of
testing window
No-show candidates or N/A All Fees Forfeited
candidates who do not
schedule exam
* The $75 application fee is nonrefundable.
22
Refund requests must be submitted in writing and mailed or faxed to PES on or before
the last day of the testing window (see “Submitting Refund Requests” for address
information). Refunds will be made in the same manner in which the original payment was
made. Application fees and other optional service fees are nonrefundable.
Refund requests must include the following information:

Candidate’s full name as it appears on the application.
Home and e-mail address.
HRCI ID number (found in the ATT letter).
Test center location (if applicable).
Exam appointment date and time (if applicable).
Date and time the appointment was canceled (if applicable).
Candidates who do not schedule an exam appointment must include with their refund
request a statement indicating that no exam appointment was scheduled with Prometric.
If the refund is to be made payable to an organization, please include the organization’s

name and tax ID number. Refunds and overpayments are issued no later than five weeks
after the close of the testing window.
International candidates should refer to Appendix E for information about how to request
a refund of examination fees.
Refunds for Medical or Personal Emergencies

HRCI recognizes that medical or personal emergencies may arise that prevent candidates
from rescheduling or withdrawing from an exam appointment. In such cases, candidates
may request a 50 percent refund of their exam fees by submitting a written request to PES
and including supporting documentation as to the nature of the medical or personal emer-
gency. Application and optional fees are nonrefundable. Exams cannot be rescheduled to a
future testing window.
Medical or personal emergency refund requests must be made in writing to PES on or

before the last day of the testing window and must include a description of the situation
and documentation of the emergency or extenuating circumstance (see “Submitting Refund
Requests” for address information). Candidates whose exam appointments were scheduled
for the last two days of the testing window may submit the refund request no later than
five business days from the last day of the testing window. Requests received after that
time and/or without documentation will not be reviewed. Requests for refunds because of
medical or personal emergencies are reviewed on a case-by-case basis. Candidates will be
notified by e-mail of the outcome of the request.
23
What Is Considered a Medical or Personal Emergency?
HRCI considers a medical emergency to be an unplanned medical event that arises within
48 hours of the scheduled exam and prevents candidates from taking the exam. The med-
ical emergency may apply to candidates themselves or to one of the candidate’s immediate
family members (spouse, child or parent). Medical events that can be anticipated as occur-
ring on or near the exam date in which candidates can schedule, reschedule or withdraw
from the exam are not considered medical emergencies.
A personal emergency may apply to candidates themselves or to one of the candidate’s

immediate family members (spouse, child or parent). Personal events that can be anticipat-
ed as occurring on or near the exam date in which candidates can schedule, reschedule or
withdraw from the exam are not considered personal emergencies. Inability to take the
exam due to workload or work conflicts, or inability to properly prepare for the exam is
not considered a personal emergency.
Submitting Refund Requests

Mail or fax all refund requests to:
PES
475 Riverside Drive, 6th floor
(212) 367-4318 (fax)
NO-SHOW CANDIDATES
Candidates who do not appear for their scheduled exam appointment, who arrive more
than 15 minutes late for their appointment, who appear with improper ID or who cancel
their appointment later than 12:00 noon (ET) two business days before the scheduled
exam (without a documented personal or medical emergency) will be considered no-shows
and will forfeit all fees. No-show candidates may reapply for a future exam window and
pay the full fees. International candidates should refer to Appendix E for more information
about no-show candidates.
24
STUDYING FOR THE EXAM
PHR, SPHR AND GPHR EXAM PREPARATION

No two candidates come to the exam with the same knowledge base. Because experience
and educational backgrounds are unique, these differences must be taken into considera-
tion when determining a study method. While some individuals may take the exam without
any preparation, the majority use some form of exam preparation. Because the exams
measure mastery of the application of the HR body of knowledge, it is impossible to train
or teach to the exam. The best preparation is to understand the HR knowledge require-
ments (the test specifications) and their application to HR practice.
Before undertaking a study program, take a few minutes to learn how the exams are devel-
oped, who develops them, how item writers are trained to write questions that discern a
person’s HR knowledge and the steps taken to ensure that the exams are a reliable meas-
ure of that knowledge. This information, available on the HRCI web site at www.hrci.org,
will provide valuable background as you prepare for the exam.
The focus of any study program should be on the functional areas and the HR content that
falls under those functional areas. Practice exams can help candidates who have not taken
multiple-choice exams and refresh those test-taking skills. With the exception of the HRCI
online assessment exams for the PHR and SPHR exams, it is important to recognize that
many practice exams may not reflect the true difficulty level of the actual exam questions.
PHR and SPHR Online Assessment Exams

HRCI offers online assessment exams for both the PHR and SPHR exams. This assessment
will help determine if you are ready to take the exam by assessing strengths and weak-
nesses in each of the six functional areas of HR. This will help focus study efforts.
The assessment exam will:
Assess your HR knowledge and experience.

Expose you to the types of questions seen on the actual certification exam.
Indicate if you have the right experience and knowledge to take the PHR or SPHR exam.
There are numerous PHR and SPHR “practice” exams available to candidates as part of
packaged preparation materials and on the Internet. The HRCI assessment exams are the
only ones developed by HRCI, using actual exam questions, for PHR and SPHR candidates.
Use this assessment tool before registering for the exam to help you shape your study plan.
We also recommend taking the exam just before sitting for the actual exam to help you
pace yourself to the rhythm of the actual exam.
To learn more about the assessment exams and cost, please visit the HRCI web site at
www.hrci.org.
25
PHR and SPHR Study Materials
The range of materials that can be used to help prepare for the PHR or SPHR certification
exam is quite extensive. The most widely used materials are:
PHR and SPHR Certification Guide. This is an excellent resource on how to approach the
certification review process. It features the test specifications based on the HR Body of
Knowledge, exam review methods, sample test questions and rationales, a bibliography
organized by functional area and answers to frequently asked questions. The guide is avail-
able through the Society for Human Resource Management (SHRM) bookstore,
Amazon.com and Barnes and Noble online. To order the guide through the SHRMStore®
call (800) 444-5006, option 1, or visit the bookstore online at www.shrm.org/shrmstore.
GPHR Certification Guide. First published in 2007 to cover the current GPHR Body of
Knowledge, this thorough test-preparation guide is an ideal tool for HR professionals with
cross-border, international and/or global HR responsibilities who are preparing for certifica-
tion as a Global Professional in Human Resources (GPHR). The guide includes practice
questions written by the exam development panel. Although these questions do not actual-
ly appear on the exam, they are representative of the type of questions that will be
encountered. The guide also includes tips for exam preparation, suggested resources, and a
50-question practice exam, including answers, rationales for the answers and coding. It is
available through the SHRM bookstore, Amazon.com and Barnes and Noble online. To
order the guide through the SHRMStore call (800) 444-5006, option 1, or visit the book-
store online at www.shrm.org/shrmstore.
The SHRM® Learning System. This system is a comprehensive computer-based/workbook

program based on the HRCI test specifications. The SHRM Learning System covers the six
functional areas of HR. Each module includes its own self-study guide, case studies and
diagnostic tests. For more information, contact the Holmes Corporation at (800) 444-5006,
option 2, or visit the SHRM web site at www.shrm.org. Passing the SHRM Learning System
does not guarantee passing the HRCI exam.
University or professional-level textbooks. Current editions can be obtained through a

local college/university library or by contacting the publisher. Some textbooks can also be
ordered through the SHRM bookstore.
GPHR Exam Preparation

The SHRM® Global Learning System. SHRM has developed the SHRM Global Learning
System to help prepare candidates for the GPHR exam. The SHRM Global Learning System
was developed by a team of HR professionals with international HR expertise and course
development specialists. For more information about the SHRM Global Learning System,
please contact SHRM at 1-800-283-SHRM or visit the SHRM web site at www.shrm.org.
HRCI does not endorse any specific study preparation method or course nor does it
maintain information about them. In fact, HRCI strongly recommends that candidates
use multiple reference materials when studying for the exams.
26
Preparation Courses
Some people find that independent self-study meets their needs while others find study
group participation more desirable. Evaluate your own learning style and decide which
study approach will help you the most.
Formal preparation courses for the PHR, SPHR and GPHR exams may include but are not
limited to:
SHRM-affiliated chapter-sponsored courses. For more information, contact your local

SHRM chapter.
College/university-sponsored courses. For more information, visit the SHRM web site at
www.shrm.org or contact the SHRM Customer Service department at (800) 283-7476 or
(703) 548-3440.
SHRM Certification Preparation course. For more information, visit the SHRM web site at
www.shrm.org or contact the SHRM Customer Service department at (800) 283-7476 or
(703) 548-3440.
In-house company programs. Registration is normally restricted to members of that
organization.
27

ON EXAM DAY
PRESENTING POSITIVE PROOF OF IDENTITY
All candidates must present proof of identity by providing an unexpired government-
issued photo ID with a signature, such as a driver’s license with a photograph, a military
DIRECTIONS TO YOUR photo ID or a passport. The name and photo on the ID must match the name used on
TEST CENTER the application and ATT letter and the photo must validate the candidate’s identity.
Credit cards with photos and Social Security cards are not acceptable forms of identifica-
Find your test center before test tion. Candidates who cannot present an unexpired government-issued photo ID should
day. Driving directions can be contact PES before the exam at (866) 744-HRCI.
obtained through www.prometric
.com or you can use MapQuest or Hyphenated Names
a similar Internet site. Take a dry Candidates with hyphenated last names whose photo IDs show only one of the last names
run before exam day to make sure may be admitted if the single name matches part of the hyphenated name and the signa-
you can find the test center and ture and photograph clearly match.
parking.
Candidates whose middle names are spelled out on their ID but are listed with an initial on
the application may be admitted as long as the initial matches the first letter of the middle
name and the signature and photograph match. This applies to candidates who use their
middle name instead of their first name on their application but their ID displays their first,
middle and last name.
International candidates should refer to Appendix E for information about identification

requirements outside the United States, U.S. territories or Canada.
Please refer to the chart below for acceptable ID matches.
Name on exam application Name on ID Acceptable?
Jennifer Lincoln-Murphy Jennifer Lincoln Y

Jennifer Lincoln Jennifer Murphy N
J.P. Smith John P. Smith Y
John P. Smith Jack Smith N
Jeffrey C. Johnson Jeffrey Charles Johnson Y
Note: photo and signature also must match.
28
TEST CENTER RULES
The following rules are enforced at all test centers to ensure a fair and consistent test
PROPER ID REQUIRED AT TEST experience for all test takers.
CENTERS
Arrive at the test center at least 30 minutes before scheduled reporting time.
You must show an unexpired, gov- All candidates must present an unexpired government-issued ID bearing their photo and
ernment-issued photo ID with signa- signature to be admitted to the test center (see “Presenting Positive Proof of Identity”).
ture when you arrive at the Admittance to the test center is by appointment only. Candidates must be present at the
Prometric Test Center. In addition, time and location of their appointment to be admitted.
your ID must exactly match the No test materials, documents or memoranda of any sort may be taken into or from the
name you provided on your applica- test room.
tion and the name that appears on Candidates may submit comments about specific exam items during the exam by
your ATT letter, and the photo must following the applicable onscreen instructions. HRCI will review all comments but will
validate your identity. not provide written responses to comments. To learn more about how items and exam
forms are developed, please refer to “How Exams are Developed” in the “Certification”
section of the HRCI web site (www.hrci.org).
Smoking is prohibited.
Candidates may not ask questions about exam content.
All exams are monitored and may be recorded in both audio and video format.
No breaks are scheduled during the exam. Candidates who have to leave the testing
room to take a break will not be given extra time on the exam and must present ID as
they sign out and back into the testing room.
Candidates may not leave the test site facility while the exam is in progress.
HRCI and PES reserve the right to cancel any test score believed to be obtained in a
questionable manner.
Food, drinks, purses, briefcases, notebooks, calculators, pagers, cellular telephones,
recording devices and photography equipment are not allowed into the testing room.
It is expressly prohibited to disclose, publish, reproduce or transmit any part of the exam,
in any form, by any means, verbal or written, for any purpose, without the express written
permission of the certifying organization. Violation may result in civil or criminal
prosecution.
Religious headwear may be worn into the testing room; however, it may be subject to
inspection by a test center administrator before entry into the testing room is permitted.
Candidates are expected to behave in a civil manner when on the premises of the test
center. Exhibiting abusive behavior toward the test center staff or other testing candidates
may result in forfeiture of your exam and/or criminal prosecution.
Please remember that other exams are being administered at the same time that you are
taking an HRCI exam so you may hear typing on keyboards for an essay exam, coughing
and people entering and exiting the testing room. Prometric is unable to provide a com-
pletely noise-free environment; however, the test center provides “white noise” background
sound and you may request earplugs or noise-reducing headsets to reduce the distractions.
29
Inclement Weather and Local or National Emergencies
In the event of inclement weather or a national or local emergency, please contact
Prometric at the national contact center (number provided in your ATT letter) to determine
the appointment status or go to www.prometric.com/sitestatus. If the center is closed and
appointments are canceled, candidates should wait two business days before calling to
reschedule their appointments to allow for eligibility resetting. International candidates
should refer to Appendix E for more information about inclement weather and local or
national emergencies.
30
AFTER THE EXAM
RECEIVING EXAM RESULTS
Passing or failing the exam is based on a scaled score. A scaled score of at least 500 is
needed to pass (the minimum possible score is 100 and the maximum possible score is
700). Review the sections titled “Understanding the Score Report’’ and “How the Passing
Score Was Set’’ for additional information.
All candidates should receive immediate preliminary test results before they leave the test
center, excluding any issues at the test site. These results will indicate whether candidates
have passed or failed the exam; however, this is an unofficial test result and should be
treated as such. Candidates should wait for their official test results before announcing
their certification status. Official test results (including the actual score and functional area
breakdown) will be mailed to the address on file two to three weeks after the exam date.
Candidates with questions about their test results should direct them in writing to PES.
Because of the need to maintain test security, exam questions will not be released to
candidates.
In addition to a score report, passing candidates receive an official certificate and lapel pin
displaying the designation earned. Passing candidates can notify their employers of their
achievement by completing the employer notification request form online at www.hrci.org.
A sample press release is also available online. Candidates should wait for their official test
results before requesting the employer notification or releasing this information publicly.
Passing candidates will receive important recertification information from HRCI at the end
of the testing window. This information is available online at www.hrci.org/recertification.
Under no circumstances will scores or pass/fail information be released over the phone, via
e-mail or Internet, or by fax.
Candidates who have not received an official score report and/or certificate within six
weeks of the exam or who receive a damaged score report and/or certificate should notify
PES in writing, following the procedures outlined in “Duplicate Score Reports/Replacement
Certificates” in this handbook. A duplicate score report and certificate (if applicable) will be
issued at no cost. PES reserves the right to request that candidates return the damaged
certificate before a replacement may be issued.
A U.S.$20 duplicate score report/certificate fee may be assessed for requests postmarked
more than 60 days after the test administration date.
31
ABOUT SCORING AND SCORE REPORTS
To ensure accurate score reports, PES has a series of system checks and routines in place
that must be conducted before releasing official test results.
PES receives candidates’ test records in the form of scrambled electronic files from
Prometric. Each record is unscrambled according to the scoring key for that particular exam
form. Candidates are assigned an exam form, or version, when they register for the exam.
There are multiple exam forms for each exam. Quality control checks include verification
that the record is complete and the preliminary score in the record is accurate.
Understanding the Score Report

The score report indicates whether candidates have passed or failed the exam. Passing or
failing the certification exam is reflected in the scaled score shown on the score report. A
scaled score of 500 is needed to pass. All candidates are provided with individual section
scores listed by functional area. Each section reports the number of questions answered
correctly versus the total number of questions in that section. This information can be used
to identify weak areas, focus future exam preparation strategies or identify professional
development opportunities for recertification.
How the Passing Score Was Set

Passing scores were determined through a passing point study, using the modified-Angoff
method carried out by HRCI and PES. The Angoff method is a commonly used criterion-
referenced passing point technique in the credentialing industry.
For each of the exams, a panel of content experts, consisting of randomly selected HR pro-
fessionals with expertise and experience, discusses the eligibility requirements for each cer-
tification, reviews the job-related tasks in the functional areas of the practice analysis and
develops a composite profile of a typical minimally qualified candidate. From these profiles,
a list of job-related behaviors that distinguish a candidate who is minimally qualified from
one who is below the certification standard is developed.
After discussion on how to rate exam questions, each panel member independently rates
each exam question from an actual exam form in terms of how many of the minimally
qualified candidates would answer each question correctly. These ratings are then used to
determine the passing scores by averaging the panel’s ratings for each item and summing
the averages across panel members.
All exam questions in the PHR, SPHR and GPHR item banks are “pre-equated’’ using Item
Response Theory (IRT) methodology, making it unnecessary to assess the statistical charac-
teristics of a question each time it appears on a new exam form. Using statistical measure-
ments acquired through the pretesting process and use on previous exam forms, each
exam question, or item, has been placed on an ability scale. The item is then calibrated in
32
relation to the ability level on the scale at which the minimally qualified candidate has an
even chance (a probability of .50) of correctly answering the item. The sum of the probabili-
ties for each item constitutes the passing score for the exam.
What Are Scaled Scores and Why Are They Used?

HRCI provides candidates with information on their performance in terms of raw scores and/or
scaled scores. The raw score is the number of test questions answered correctly. The minimum
raw passing score differs from one exam form to another because of variations in the difficulty
level of the exam forms. After equating procedures are completed, raw scores are mathemati-
cally converted to scaled scores that range from 100 to 700. The scaled score of 500 always
represents the minimum passing score. Scaled scores are equivalent for all administrations, and
candidates must obtain a minimum scaled score of 500 to pass, regardless of when they take
the exam. Scaled scores are not “number correct” or “percent correct” scores.
What Is Equating?
To ensure the integrity and security of the exams, every PHR, SPHR and GPHR exam form
has a unique combination of items. Thus, no two versions of the exams are the same,
although all forms conform to the same test specifications and are created to be similar in
terms of difficulty level. They are not precisely equivalent, however. To address variations in
difficulty level, equating procedures are used to determine the passing score for each exam
administration.
Equating procedures ensure that candidates of comparable proficiency will be equally likely
to pass the exam regardless of minor fluctuations in overall exam difficulty level. This statis-
tical process adjusts the minimum raw passing score for each exam form to compensate for
fluctuations in exam difficulty levels. For example, 130 questions correct on one form may
convert to the passing scaled score of 500, while on an easier form, 139 questions may
convert to the same passing scaled score of 500.
RETAKING THE EXAM

Candidates who fail the exam may retake it during the next available testing window, but
not in the same testing window in which they failed. Fees and application procedures for
those retaking the exam remain the same as those for first-time applicants.
RECERTIFICATION
Passing the PHR, SPHR and GPHR exam means that you have demonstrated mastery of the
HR bodies of knowledge. This is just the first step, however. The HR field is constantly
changing and challenges HR professionals to stay abreast of key issues and increased
workplace demands. Recertification is the means by which certified professionals demon-
strate their currency and maintain their professional edge.
33
Recertification is required every three years by the expiration date of your current recertification cycle
(indicated on passing candidates’ certificates). PHR-, SPHR- and GPHR-certified professionals can
recertify by participating in 60 contact hours of updating HR experience and/or professional develop-
ment activities or by successfully retesting.
For more information about recertification through professional development opportunities, please
visit the HRCI web site at www.hrci.org/recertification. For information about recertification by exami-
nation, please see “Recertification by Examination” in this handbook or visit the HRCI web site at
www.hrci.org.
DUPLICATE SCORE REPORTS/REPLACEMENT CERTIFICATES

If you legally change your name, lose your score report/certificate or want another certificate for
personal reasons, you may request a replacement or duplicate score report/certificate in writing
from PES by mail or fax (212) 367-4318.
Formal name changes require appropriate legal documentation, such as a notarized copy of a mar-
riage certificate or divorce decree. Such requests must include a U.S.$20 duplicate score
report/certificate processing fee. Payment must be made by VISA, MasterCard, American Express, certi-
fied/cashier’s check, money order or organizational check made payable to Professional Examination
Service. Cash or personal checks are not accepted. The candidate’s name and HRCI ID number must
appear on checks or money orders. Requests submitted without the fee will not be honored.
Duplicate score report/certificate requests must include:
Candidate’s full name (as it appears on the application);

Home address;
HRCI ID number;
Exam (PHR, SPHR or GPHR);
Exam date; and
Appropriate legal documentation, if applicable. Please do not send originals, as they cannot be
returned.
REVIEW OF EXAM SCORE

To ensure accuracy of results, PES performs quality assurance procedures before scoring and mailing
exam results. It is extremely unlikely that review of your electronic file will result in a change in exam
results.
Candidates may request that PES review their electronic exam file within six months of the exam
date. Requests received after that time will not be honored.
To submit a request, complete the Review of Exam Score form located in Appendix D and mail or fax
it to PES.
There is a U.S.$50 fee to have PES review your electronic exam file. Payment can be made by VISA,
MasterCard, American Express, certified/cashier’s check, money order or organizational check made
payable to Professional Examination Service. Cash or personal checks are not accepted. The candi-
date’s name and HRCI ID number must appear on the check or money order.
34
APPENDIX A: PHR AND SPHR TEST SPECIFICATIONS
The percentages that follow each functional area heading are the PHR and SPHR percentages,
respectively.
01 STRATEGIC MANAGEMENT (12%, 29%)

Developing, contributing to, and supporting the organization’s mission, vision, values, strategic
goals, and objectives; formulating policies; guiding and leading the change process; and
evaluating HR’s contributions to organizational effectiveness.
Responsibilities:
01 Interpret information related to the organization’s operations from internal sources,
including financial/accounting, business development, marketing, sales, operations, and
information technology, in order to contribute to the development of the organization’s
strategic plan.
02 Interpret information from external sources related to the general business environ-
ment, industry practices and developments, technological developments, economic
environment, labor pool, and legal and regulatory environment, in order to contribute
to the development of the organization’s strategic plan.
03 Participate as a contributing partner in the organization’s strategic planning process.
04 Establish strategic relationships with key individuals in the organization to influence
organizational decision-making.
05 Establish relationships/alliances with key individuals and organizations in the communi-
ty to assist in achieving the organization’s strategic goals and objectives.
06 Develop and utilize metrics to evaluate HR’s contributions to the achievement of the
organization’s strategic goals and objectives.
07 Develop and execute strategies for managing organizational change that balance the
expectations and needs of the organization, its employees, and all other stakeholders.
08 Develop and align the organization’s human capital management plan with its strate-
gic plan.
09 Facilitate the development and communication of the organization’s core values and
ethical behaviors.
10 Reinforce the organization’s core values and behavioral expectations through model-
ing, communication, and coaching.
11 Develop and manage the HR budget in a manner consistent with the organization’s
strategic goals, objectives, and values.
12 Provide information for the development and monitoring of the organization’s overall
budget.
13 Monitor the legislative and regulatory environment for proposed changes and their
35
potential impact to the organization, taking appropriate proactive steps to support,
modify, or oppose the proposed changes.
14 Develop policies and procedures to support corporate governance initiatives (for
example, board of directors training, whistleblower protection, code of conduct).
15 Participate in enterprise risk management by examining HR policies to evaluate their
potential risks to the organization.
16 Identify and evaluate alternatives and recommend strategies for vendor selection
and/or outsourcing (for example, HRIS, benefits, payroll).
17 Participate in strategic decision-making and due diligence activities related to orga-
nizational structure and design (for example, corporate restructuring, mergers and
acquisitions [M&A], off shoring, divestitures). SPHR ONLY
18 Determine strategic application of integrated technical tools and systems (for exam-
ple, HRIS, performance management tools, applicant tracking, compensation tools,
employee self-service technologies).
Knowledge of:
01 The organization’s mission, vision, values, business goals, objectives, plans, and
processes.
02 Legislative and regulatory processes.
03 Strategic planning process and implementation.
04 Management functions, including planning, organizing, directing, and controlling.
05 Techniques to promote creativity and innovation.
06 Corporate governance procedures and compliance (for example, Sarbanes-Oxley Act).
07 Transition techniques for corporate restructuring, M&A, offshoring, and divestitures.
SPHR ONLY
02 WORKFORCE PLANNING AND EMPLOYMENT (26%, 17%)

Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation,
succession planning, retention, and organizational exit programs necessary to ensure the
workforce’s ability to achieve the organization’s goals and objectives.
Responsibilities:
01 Ensure that workforce planning and employment activities are compliant with appli-
cable federal, state, and local laws and regulations.
02 Identify workforce requirements to achieve the organization’s short- and long-term
goals and objectives (for example, corporate restructuring, M&A activity, workforce
expansion or reduction).
03 Conduct job analyses to create job descriptions and identify job competencies.
04 Identify and document essential job functions for positions.
05 Establish hiring criteria based on job descriptions and required competencies.
36
06 Analyze labor market for trends that impact the ability to meet workforce require-
ments (for example, SWOT analysis, environmental scan, demographic scan). SPHR
ONLY
07 Assess skill sets of internal workforce and external labor market to determine the
availability of qualified candidates, utilizing third party vendors or agencies as
appropriate.
08 Identify internal and external recruitment sources (for example, employee referrals,
online job boards, résumé banks) and implement selected recruitment methods.
09 Evaluate recruitment methods and sources for effectiveness (for example, return on
investment [ROI], cost per hire, time to fill).
10 Develop strategies to brand/market the organization to potential qualified applicants.
11 Develop and implement selection procedures, including applicant tracking, interview-
ing, testing, reference and background checking, and drug screening.
12 Develop and extend employment offers and conduct negotiations as necessary.
13 Administer post-offer employment activities (for example, execute employment
agreements, complete I-9 verification forms, coordinate relocations, schedule
physical exams).
14 Implement and/or administer the process for non-U.S. citizens to legally work in the
United States.
15 Develop, implement, and evaluate orientation processes for new hires, rehires, and
transfers.
16 Develop, implement, and evaluate retention strategies and practices.
17 Develop, implement, and evaluate succession planning process.
18 Develop and implement the organizational exit process for both voluntary and
involuntary terminations, including planning for reductions in force (RIF).
19 Develop, implement, and evaluate an AAP, as required.
Knowledge of:
08 Federal/state/local employment-related laws and regulations related to workforce
planning and employment (for example, Title VII, ADA, ADEA, USERRA, EEOC
Uniform Guidelines on Employee Selection Procedures, Immigration Reform and
Control Act, Internal Revenue Code).
09 Quantitative analyses required to assess past and future staffing effectiveness (for
example, cost-benefit analysis, costs per hire, selection ratios, adverse impact).
10 Recruitment sources (for example, Internet, agencies, employee referral) for targeting
passive, semi-active and active candidates.
11 Recruitment strategies.
12 Staffing alternatives (for example, temporary and contract, outsourcing, job sharing,
part-time).
13 Planning techniques (for example, succession planning, forecasting).
14 Reliability and validity of selection tests/tools/methods.
37
15 Use and interpretation of selection tests (for example, psychological/personality, cog-
nitive, motor/physical assessments, performance, assessment center).
16 Interviewing techniques (for example, behavioral, situational, panel).
17 Relocation practices.
18 Impact of total rewards on recruitment and retention.
19 International HR and implications of global workforce for workforce planning and
employment. SPHR ONLY
20 Voluntary and involuntary terminations, downsizing, restructuring, and outplacement
strategies and practices.
21 Internal workforce assessment techniques (for example, skills testing, skills inventory,
workforce demographic analysis) and employment policies, practices, and procedures
(for example, orientation and retention).
22 Employer marketing and branding techniques.
23 Negotiation skills and techniques.
03 HUMAN RESOURCE DEVELOPMENT (17%, 17%)

Developing, implementing, and evaluating activities and programs that address employee
training and development, performance appraisal, talent and performance management,
and the unique needs of employees, to ensure that the knowledge, skills, abilities, and
performance of the workforce meet current and future organizational and individual needs.
Responsibilities:
01 Ensure that human resource development programs are compliant with all
applicable federal, state, and local laws and regulations.
02 Conduct a needs assessment to identify and establish priorities regarding human
resource development activities. SPHR ONLY
03 Develop/select and implement employee training programs (for example, leadership
skills, harassment prevention, computer skills) to increase individual and organizational
effectiveness. Note that this includes training design and methods for obtaining
feedback from training (e.g., surveys, pre- and post-testing).
04 Evaluate effectiveness of employee training programs through the use of metrics
(for example, participant surveys, pre- and post-testing). SPHR ONLY
05 Develop, implement, and evaluate talent management programs that include assess-
ing talent, developing talent, and placing high-potential employees. SPHR ONLY
06 Develop/select and evaluate performance appraisal process (for example,
instruments, ranking and rating scales, relationship to compensation, frequency).
07 Implement training programs for performance evaluators. PHR ONLY
08 Develop, implement, and evaluate performance management programs and proce-
dures (for example, goal setting, job rotations, promotions).
09 Develop/select, implement, and evaluate programs (for example, flexible work
arrangements, diversity initiatives, repatriation) to meet the unique needs of
employees. SPHR ONLY
38
Knowledge of:
24 Applicable federal, state, and local laws and regulations related to human resources
development activities (for example, Title VII, ADA, ADEA, USERRA, EEOC Uniform
Guidelines on Employee Selection Procedures).
25 Career development and leadership development theories and applications.
26 OD theories and applications.
27 Training program development techniques to create general and specialized training
programs.
28 Training methods, facilitation techniques, instructional methods, and program delivery
mechanisms.
29 Task/process analysis.
30 Performance appraisal methods (for example, instruments, ranking and rating scales).
31 Performance management methods (for example, goal setting, job rotations, promo-
tions).
32 Applicable global issues (for example, international law, culture, local management
approaches/practices, societal norms). SPHR ONLY
33 Techniques to assess training program effectiveness, including use of applicable
metrics (for example, participant surveys, pre- and post-testing).
34 E-learning.
35 Mentoring and executive coaching.
04 TOTAL REWARDS (16%, 12%)

Developing/selecting, implementing/administering, and evaluating compensation and
benefits programs for all employee groups that support the organization’s strategic goals,
objectives, and values.
Responsibilities:
01 Ensure that compensation and benefits programs are compliant with applicable
federal, state, and local laws and regulations.
02 Develop, implement, and evaluate compensation policies/programs and pay
structures based upon internal equity and external market conditions that support
the organization’s strategic goals, objectives, and values.
03 Administer payroll functions (for example, new hires, deductions, adjustments,
terminations).
04 Conduct benefits programs needs assessments (for example, benchmarking,
employee survey).
05 Develop/select, implement/administer, and evaluate benefit programs that support
the organization’s strategic goals, objectives, and values (for example, health and
welfare, retirement, stock purchase, wellness, employee assistance programs [EAP],
time-off).
39
06 Communicate and train the workforce in the compensation and benefits programs
and policies (for example, self-service technologies).
07 Develop/select, implement/administer, and evaluate executive compensation
programs (for example, stock purchase, stock options, incentive, bonus, supplemental
retirement plans). SPHR ONLY
08 Develop, implement/administer, and evaluate expatriate and foreign national
compensation and benefits programs. SPHR ONLY
Knowledge of:
36 Federal, state, and local compensation, benefits, and tax laws (for example, FLSA,
ERISA, COBRA, HIPAA, FMLA, FICA).
37 Total rewards strategies (for example, compensation, benefits, wellness, rewards,
recognition, employee assistance).
38 Budgeting and accounting practices related to compensation and benefits.
39 Job evaluation methods.
40 Job pricing and pay structures.
41 External labor markets and/or economic factors.
42 Pay programs (for example, incentive, variable, merit).
43 Executive compensation methods. SPHR ONLY
44 Non-cash compensation methods (for example, stock options, ESOPs). SPHR ONLY
45 Benefits programs (for example, health and welfare, retirement, wellness, EAP,
time-off).
46 International compensation laws and practices (for example, expatriate
compensation, entitlements, choice of law codes). SPHR ONLY
47 Fiduciary responsibility related to total rewards management. SPHR ONLY
05 EMPLOYEE AND LABOR RELATIONS (22%, 18%)

Analyzing, developing, implementing/administering, and evaluating the workplace
relationship between employer and employee, in order to maintain relationships and
working conditions that balance employer and employee needs and rights in support of
the organization’s strategic goals, objectives, and values.
Responsibilities:
01 Ensure that employee and labor relations activities are compliant with applicable
federal, state, and local laws and regulations.
02 Assess organizational climate by obtaining employee input (for example, focus
groups, employee surveys, staff meetings).
03 Implement organizational change activities as appropriate in response to employee
feedback.
04 Develop employee relations programs (for example, awards, recognition, discounts,
special events) that promote a positive organizational culture.
05 Implement employee relations programs that promote a positive organizational culture.
06 Evaluate effectiveness of employee relations programs through the use of metrics
40
(for example, exit interviews, employee surveys).
07 Establish workplace policies and procedures (for example, dress code, attendance,
computer use) and monitor their application and enforcement to ensure consistency.
08 Develop, administer, and evaluate grievance/dispute resolution and performance
improvement policies and procedures.
09 Resolve employee complaints filed with federal, state, and local agencies involving
employment practices, utilizing professional resources as necessary (for example, legal
counsel, mediation/arbitration specialists, and investigators).
10 Develop and direct proactive employee relations strategies for remaining union-free in
non-organized locations.
11 Participate in collective bargaining activities, including contract negotiation and
administration. SPHR ONLY
Knowledge of:
48 Applicable federal, state and local laws affecting employment in union and nonunion
environments, such as antidiscrimination laws, sexual harassment, labor relations, and
privacy (for example, WARN Act, Title VII, NLRA).
49 Techniques for facilitating positive employee relations (for example, employee surveys,
focus groups, dispute resolution, labor/management cooperative strategies and pro-
grams).
50 Employee involvement strategies (for example, employee management committees,
self-directed work teams, staff meetings).
51 Individual employment rights issues and practices (for example, employment at will,
negligent hiring, defamation, employees’ rights to bargain collectively).
52 Workplace behavior issues/practices (for example, absenteeism and performance
improvement).
53 Unfair labor practices (for example, employee communication strategies and manage-
ment training).
54 The collective bargaining process, strategies, and concepts (for example, contract
negotiation and administration). SPHR ONLY
55 Positive employee relations strategies and non-monetary rewards.
06 RISK MANAGEMENT (7%, 7%)

Developing, implementing/administering, and evaluating programs, plans, and policies which
provide a safe and secure working environment and to protect the organization
from liability.
Responsibilities:
01 Ensure that workplace health, safety, security, and privacy activities are compliant
with applicable federal, state, and local laws and regulations.
02 Identify the organization’s safety program needs.
03 Develop/select and implement/administer occupational injury and illness prevention,
safety incentives, and training programs. PHR ONLY
41
04 Develop/select, implement, and evaluate plans and policies to protect employees
and other individuals, and to minimize the organization’s loss and liability (for
example, emergency response, evacuation, workplace violence, substance abuse,
return-to-work policies).
05 Communicate and train the workforce on the plans and policies to protect employ-
ees and other individuals, and to minimize the organization’s loss and liability.
06 Develop and monitor business continuity and disaster recovery plans.
07 Communicate and train the workforce on the business continuity and disaster
recovery plans.
08 Develop internal and external privacy policies (for example, identity theft, data
protection, HIPAA compliance, workplace monitoring).
09 Administer internal and external privacy policies.
Knowledge of:
56 Federal, state, and local workplace health, safety, security, and privacy laws and reg-
ulations (for example, OSHA, Drug-Free Workplace Act, ADA, HIPAA, Sarbanes-
Oxley).
57 Occupational injury and illness compensation and programs.
58 Occupational injury and illness prevention programs.
59 Investigation procedures of workplace safety, health and security enforcement
agencies (for example, OSHA, National Institute for Occupational Safety and Health
[NIOSH]).
60 Workplace safety risks.
61 Workplace security risks (for example, theft, corporate espionage, asset and data
protection, sabotage).
62 Potential violent behavior and workplace violence conditions.
63 General health and safety practices (for example, evacuation, hazard communication,
ergonomic evaluations).
64 Incident and emergency response plans.
65 Internal investigation, monitoring, and surveillance techniques.
66 Issues related to substance abuse and dependency (for example, identification of
symptoms, substance-abuse testing, discipline).
67 Business continuity and disaster recovery plans (for example, data storage and
backup, alternative work locations and procedures).
68 Data integrity techniques and technology (for example, data sharing, firewalls).
CORE KNOWLEDGE REQUIRED BY HR PROFESSIONALS

69 Needs assessment and analysis.
70 Third-party contract negotiation and management, including development of
requests for proposals (RFPs).
42
71 Communication skills and strategies (for example, presentation, collaboration,
influencing, diplomacy, sensitivity).
72 Organizational documentation requirements to meet federal and state requirements.
73 Adult learning processes.
74 Motivation concepts and applications.
75 Training techniques (for example, computer based, classroom, on-the-job).
76 Leadership concepts and applications.
77 Project management concepts and applications.
78 Diversity concepts and applications.
79 Human relations concepts and applications (for example, interpersonal and organi-
zational behavior).
80 HR ethics and professional standards.
81 Technology to support HR activities (for example, HRIS, employee self-service,
e-learning, ATS).
82 Qualitative and quantitative methods and tools for analysis, interpretation, and
decision-making purposes (for example, metrics and measurements, cost/benefit
analysis, financial statement analysis).
83 Change management methods.
84 Job analysis and job description methods.
85 Employee records management (for example, electronic/paper, retention, disposal).
86 The interrelationships among HR activities and programs across functional areas.
87 Types of organizational structures (for example, matrix, hierarchy).
88 Environmental scanning concepts and applications.
89 Methods for assessing employee attitudes, opinions, and satisfaction (for example,
opinion surveys, attitude surveys, focus groups/panels).
90 Basic budgeting and accounting concepts.
91 Risk management techniques.
43
APPENDIX B: GPHR TEST SPECIFICATIONS
01 STRATEGIC HR MANAGEMENT (22%)

The development of HR strategies and programs to allow the organization to meet its
short- and long-term business needs. This includes establishing HR policies and initiatives
that support the organization’s global growth and reputation as an employer.
Responsibilities:
01 Participate in and provide input to the organization’s global strategic business plan-
ning processes.
02 Contribute to the strategic decision-making process on overall organization strate-
gies (for example, site selection, reorganization, realignments).
03 Develop HR strategies to support new global business development (for example,
manufacturing processes, new product development, cross-border marketing strate-
gies, transfer of technology and human capital).
04 Contribute to strategic decision-making processes on mergers and acquisitions,
including participation in due diligence.
05 Align HR organization objectives with business workforce plans in order to support
the organization’s global strategic plans (for example, achieving profitable growth
and operational excellence, organization’s culture and values).
06 Develop a global HR organization that supports global business initiatives (for exam-
ple, organizational structure, budgeting, HR technology requirements).
07 Develop HR measurement systems to evaluate HR’s contribution to the achievement
of the organization locally and globally.
08 Develop strategies and processes for global succession planning and the develop-
ment of leaders throughout the organization to meet global strategic goals.
09 Develop philosophy and strategies to establish and/or maintain ethical standards
throughout the global organization.
10 Establish communication strategies to market HR programs globally.
11 Establish internal and external relationships and alliances with international stake-
holders to meet organizational strategies (for example, joint venture partners,
employers’ groups).
12 Develop strategies to promote the organization’s reputation as an employer of choice.
13 Develop strategies for the recruitment, development and retention of employees
worldwide.
14 Determine strategies for outsourcing and vendor selection (for example, HRIS, benefits,
payroll, relocation, international assignment management).
15 Establish strategies and framework for global change management (for example,
promoting a global mind-set).
16 Determine strategic use of HRIS systems to meet organizational goals and objectives.
45
Knowledge of:
01 The latest global trends and practices in HR.
02 The organization’s business goals, objectives, plans and processes.
03 Strategic/business planning processes and their implementation.
04 Strategies to align the global HR function as a strategic business partner.
05 Financial planning processes and budget development.
06 Organizational structure and design and their implementation.
07 Management of the HR issues involved in technology transfer.
08 The organization’s internal resources and external labor market.
09 Financial measures/tools for assessing the value of HR programs (for example, return
on investment [ROI]).
10 Global leadership development strategies.
11 The organization’s values and their fit with the culture and context of diverse
countries.
12 The strategies of globalization versus localization of HR policies and programs.
13 Strategies to promote employer of choice or employment branding initiatives.
14 Methods for developing and sourcing a global workforce staffing plan.
02 ORGANIZATIONAL EFFECTIVENESS AND EMPLOYEE DEVELOPMENT

(14%)
The establishment of organizational structures, programs and processes that enable corpo-
rations to deploy and utilize employees to achieve current and future worldwide business
objectives.
Responsibilities:
01 Establish and communicate a mission statement and global philosophy of organiza-
tional effectiveness to support the organization’s global business needs and culture.
(This applies to training, human resource development, performance management,
change management, global diversity initiatives, retention, etc.)
02 Communicate corporate culture/values in culturally sensitive ways.
03 Incorporate global thinking and perspectives in all HR policies, processes and proce-
dures in order to enhance global effectiveness (speed, productivity and profit).
04 Create a global diversity strategy that utilizes all sources of talent within the organi-
zation and that recognizes that diversity issues and programs will vary by national
and cultural perspectives and preferences.
05 Ensure that change management initiatives are appropriately adapted for global
constituents.
06 Prepare and deploy communication programs that are effective for a global work-
force and business audience.
07 Assess global workforce needs and ensure that the employees have the appropriate
skills needed to meet current and future business requirements.
46
08 Create and implement a measurement/evaluation process based on global HR met-
rics/measurements (for example, an “HR management system” composed of
employee satisfaction surveys, attrition, training activity, benchmarking, score cards,
other indicators).
09 Develop and implement processes, programs and tools to support career develop-
ment (for example, assessing talent in areas such as language and cultural skills),
leadership development (for example, coaching and mentoring) and succession plan-
ning requirements in the global environment.
10 Design, implement and evaluate training and development programs that meet
global needs and are appropriate for worldwide dissemination.
11 Establish intercultural management and employee curricula to enhance intercultural
communication and global business skills.
12 Implement worldwide performance management processes that support both global
and local business objectives.
13 Develop training tools and processes to support geographically dispersed teams (vir-
tual teams) for performance effectiveness.
14 Establish work-life programs (for example, job sharing, flextime, telecommuting) and
their application/appropriateness in different cultures.
15 Create and implement programs to support the restructuring, redeployment and
downsizing initiatives of the organization globally.
16 Provide processes and services to support retention efforts (for example, staff training,
career counseling).
17 Create and implement programs to support merger and acquisition integration plans.
18 Establish training and development programs to support new site start-ups.
19 Create and implement knowledge-management systems.
Knowledge of:
15 Global organizational development programs and practices (including career devel-
opment, management and leadership development).
16 Needs assessment (both business and employee) within a global environment
(involving different cultures and countries).
17 Global diversity concepts and applications.
18 Training programs and their application in global environments.
19 Learning models and methodologies.
20 Performance appraisal, management and coaching methods as they apply globally
and locally.
21 Techniques to measure organizational effectiveness in a global business environment
(for example, satisfaction surveys, benchmarking, productivity measurement tools
such as score cards or indicators).
22 Retention strategies and principles and their application in different cultures and
countries.
47
23 Redeployment/downsizing strategies and principles and their application in different cul-
tures and countries.
24 Work-life programs (for example, job sharing, flextime, telecommuting) and their applicabil-
ity in different cultures.
25 Communication processes and techniques and their worldwide applicability.
26 Techniques to sustain global creativity, innovation and continuous learning.
27 Knowledge-management systems and relevant cultural implications.
03 GLOBAL STAFFING (10%)

The process of planning, developing, implementing and evaluating staffing initiatives on a world-
wide basis to ensure that the organization’s staffing goals and objectives are met. This includes
recruiting and hiring, placement and termination on a global basis.
Responsibilities:
01 Develop a global staffing plan that meets the goals and objectives of the
organization (for example, skills, inventory assessment, gap analysis).
02 Develop programs for sourcing global talent to meet global strategic initiatives.
03 Establish core competency models.
04 Implement strategies (such as branding) that help the company be regarded as an employ-
er of choice.
05 Conduct job analyses to write job descriptions and develop job competencies that are sen-
sitive to country-specific cultures and requirements.
06 Establish hiring criteria for all positions.
07 Manage recruitment processes for key local executives (for example, division heads, general
managers).
08 Conduct local recruiting and hiring activities that are compliant with local laws and practices
and responsive to culturally sensitive issues (for example, diversity, nepotism).
09 Identify and assess appropriate recruitment methods and candidate sources,
including personal networks and electronic technology.
10 Establish and implement non-discriminatory, culturally sensitive selection programs that
produce qualified candidates (for example, interviewing, reference checking, networks).
11 Develop employment offers and documents consistent with local legal requirements and
marketplace practice (for example, employment contracts, non-compete clauses).
12 Design and implement post-offer employment activities (for example, relocation, govern-
ment registrations, reference checks).
13 Create and implement orientation processes that are culturally sensitive.
14 Implement placement, redeployment and downsizing processes and activities.
15 Establish and implement staffing metrics to support business objectives (for example, cost-
of-hire, days-to-fill, headcount).
16 Manage staffing activities during mergers, acquisitions and divestitures.
48
17 Implement the termination processes appropriate for local labor markets and in
compliance with legal regulations.
Knowledge of:
28 Global staffing plan development and implementation.
29 Workforce planning methods.
30 Global and international recruiting and hiring laws, practices, methods and sources.
31 Developing a competency model.
32 Succession planning processes.
33 Job performance analysis.
34 Job description development.
35 Culturally sensitive interviewing techniques.
36 Culturally sensitive selection systems.
37 The employment offer process.
38 Employment contract content requirements by country.
39 In-country relocation procedures and practices.
40 Post-offer activities by country.
41 Culturally sensitive orientation processes.
42 Redeployment, downsizing and outplacement processes and practices in the local
environment.
43 Staffing metrics (for example, headcount, cost-of-hire, days-to-fill).
44 Merger, acquisition and divestiture staffing activities and processes.
45 Termination regulations and processes in local environments.
04 INTERNATIONAL ASSIGNMENT MANAGEMENT (28%)

The establishment of international assignment strategy and policies. This includes planning,
implementing, administering and evaluating all activities relating to international assignments
or global mobility. It also covers such areas as legal (visa and immigration), compensation,
benefits, tax, relocation and security implications for all global assignments—cross-border
business travel, short-term, long-term, sequential and permanent assignments.
Responsibilities:
01 Establish strategies for international assignments and cross-border mobility to sup-
port business needs.
02 Develop and implement programs, processes and policies that address all stages of
the international assignment life cycle, from selection through repatriation.
03 Develop and implement a process for the assessment/selection of international
assignees.
49
04 Consult with line management to determine profile of job and type of international
assignment (short-term, long-term sequential and permanent assignments).
05 Manage and coordinate visa/work/residency processes and activities.
06 Manage and coordinate governmental, legal and tax compliance processes and
activities.
07 Coordinate relocation services (shipment, storage, home/host housing, property
management, destination services, furniture rentals, schooling and educational coun-
seling, spouse career assistance, pet shipments, etc.) for international assignments.
08 Develop and coordinate programs, processes and services to support employees and
their families (for example, dual-career policies, web sites, chat rooms).
09 Manage and coordinate assignment tracking and reporting processes and activities.
10 Manage and coordinate relocation payments and other assignment payment
processes and activities.
11 Manage and coordinate payroll processes and activities.
12 Establish and maintain ongoing communication practices with assignees, local man-
agement and home-country management (prior to, during and post assignment).
13 Coordinate risk management and security related to international assignments and
international business travelers (emergency evacuations, kidnapping prevention and
management, security briefings, bodyguards).
14 Provide consultation to potential employee and line management on terms and con-
ditions of assignment, planning and expectation-setting to enable a successful relo-
cation/assignment.
15 Calculate and establish assignment cost estimates for proposed assignments to pro-
vide line management with information to make decisions regarding assignments
and budgets.
16 Provide ongoing support for assignment costing (for example, for policy compliance,
budgeting and internal financial reporting).
17 Develop and implement compensation terms and conditions (for example, balance
sheet calculations, allowances, end-of-assignment bonuses) and international
assignment benefit and perquisite programs (for example, health care, retirement,
death/disability, medical evacuation, financial planning, company cars, club member-
ships, International Employee Assistance Program).
18 Develop, implement and manage formal agreements (employment contracts, letters
of agreement) related to the international assignment.
19 Establish and implement programs, processes and policies for the localization of
international assignees.
20 Coordinate appropriate cultural and language training for international business
travelers, international assignees and their families.
21 Evaluate international assignment programs, processes and policies to ensure that
they continue to meet business requirements while considering the marketplace con-
ditions and legal compliance.
50
22 Develop career management, performance management and repatriation programs
for international assignees that support company strategy, including global leader-
ship development.
23 Identify, select and manage vendor/supplier/outsourcing services to support interna-
tional assignment programs and policies.
24 Provide consultation for frequent business travelers and short-term assignees (for
example, legal and tax compliance, visas and work permits).
Knowledge of:
46 Different types of international assignments, policies and practices (for example,
short-term business travelers; short-term, long-term, sequential and permanent
assignees).
47 How to manage the life cycle of an international assignment from assessment and
selection through repatriation.
48 Career management and repatriation planning for assignees (for example, perform-
ance management, retention after repatriation).
49 Intercultural theory models and their application to the international assignment
process and assignment success.
50 Critical success factors for international assignees (for example, family adjustment
and support, communication, career planning, mentoring).
51 Assignment tax planning and tax compliance requirements and processes.
52 Country-specific immigration and visa regulations, work permits, etc.
53 International assignee health, safety and security issues (for example, emergency
evacuation, kidnapping and ransom, security briefings) and employer responsibilities.
54 A range of vendors and suppliers (for example, policy consultants, total outsourcing
providers, tax providers, relocation firms, destination services, cross-cultural and language
training, security advisors) and how to evaluate their performance of contract terms.
55 Assignment cost analysis methods involving compensation and allowances (for
example, tax equalization, COLA, housing).
56 Site visit, relocation and payments related to international relocation (for example,
pre-assignment site visit, furniture rental, temporary living relocation, immigration,
shipment of goods, schooling).
57 How to coordinate payroll with assignment payments.
58 How to design and implement a policy briefing and orientation for assignees.
59 International assignment assessment measures to evaluate the impact on the busi-
ness (for example, return on investment [ROI]).
60 Localization concepts and processes (for example, tax implications, Social Security
issues).
61 The balance sheet concept and processes for international assignments.
62 Cost-of-living models and their impact for international assignments (for example,
commodities and services allowances, efficient purchaser indices).
51
63 Assessment and selection tools and models for international assignments.
64 Budgeting and financial planning concepts for international assignees.
65 Provision of benefits (for example, retirement, Social Security, health care, medical
evacuation, totalization agreement) and perquisites (for example, company car, club
membership, financial planning).
66 International job analysis models.
67 Appropriate communication techniques related to the international assignment (for
example, drafting letter of assignment, developing newsletters).
68 Relevant issues related to international business travel and short-term assignments
(for example, visas, work permits, tax compliance).
69 International performance evaluation models.
70 The impact of cross-border moves on long-term and short-term incentive programs.
05 GLOBAL COMPENSATION AND BENEFITS (16%)

The establishment of global compensation and benefits philosophy and strategy. The
development, implementation and evaluation of compensation and benefits programs,
processes and tools in line with competitive practice, the company’s business objectives
and legal requirements.
Responsibilities:
01 Establish and communicate a global compensation and benefits strategy to support
the organization’s business needs and culture.
02 Establish and maintain compensation programs for key executives in each country,
including base salary structures, short- and long-term incentive plans, supplemental
benefits programs and tax-effective compensation arrangements.
03 Ensure establishment and maintenance of compensation programs for local
employees in each country at the desired competitive level, consistent with the
company’s business strategy and in compliance with legal requirements.
04 Ensure establishment and maintenance of company-wide programs such as stock
option and stock purchase plans.
05 Develop approval processes and guidelines for local salary increase budgets.
06 Devise, develop and deliver effective training for human resources, consulting,
employees and line management on international compensation and benefits.
07 Ensure establishment and maintenance of benefits programs (such as death and
disability, medical programs, medical insurance and pension plans) for local
employees in each country at the desired competitive level, consistent with
company business strategy and in compliance with legal requirements.
08 Ensure that benefits programs are managed and funded in the most cost-effective
manner (for example, by implementing multinational pooling arrangements and/or
selection of appropriate vendors and review of investment management).
09 Ensure the integration of compensation and benefits programs with local social
programs.
52
10 Ensure that the company is in legal compliance with design and funding
requirements for severance programs.
11 Design and deliver legally defensible tax-effective programs for local employees in
each country at the desired competitive level, consistent with the company’s
business strategy (for example, split employment contracts, housing subsidies).
12 Ensure establishment and maintenance of appropriate perquisite programs for
employees in each country at the desired competitive level, consistent with the
company’s business strategy and in compliance with legal requirements.
13 Ensure that the appropriate international employee assistance programs are
established where needed and in support of benefits program strategy.
Knowledge of:
71 Appropriate legal and tax regulations related to compensation and benefits.
72 Basic finance, payroll and accounting practices related to international compensation
and benefits.
73 Procedures to collect, analyze and draw conclusions from international compensation
and benefits surveys.
74 Country-specific salary surveys and pay structures (including local market
competitiveness).
75 Total remuneration and appropriate mix of types of rewards.
76 Local practice with respect to country-specific benefits programs (including social
programs, mandatory programs and voluntary programs).
77 Country-specific perquisite programs (for example, company cars, clubs, housing,
food vouchers).
78 Stock-based programs (including stock options, restricted shares and stock purchase)
and application around the world.
79 Global executive compensation programs (for example, annual management
incentive, deferred compensation, long-term incentives and tax-effective
compensation methods).
80 Financing of benefits programs, including insured programs, multinational insurance
pooling and retirement funding vehicles.
81 Information sources on global and country-specific compensation, benefits and tax
trends.
82 Understanding of the company’s strategy of compensation and benefits.
83 Due diligence procedures on mergers and acquisitions with respect to compensation
and benefits issues.
84 Compensation and benefits aspects of laws that are unique to international human
resources, such as data privacy, acquired rights, works councils, severance indemnities.
85 Communications techniques and channels that are appropriate for disseminating
compensation and benefits information to staff at different organizational levels and
of different cultures who are located throughout the world.
53
06 INTERNATIONAL EMPLOYEE RELATIONS AND REGULATIONS (10%)
Processes and practices that ensure the creation of favorable employment conditions that
balance employer needs with employee rights and needs. This domain includes collective
bargaining processes and strategies, compliance with statutory requirements, sensitivity to
local workplace practices, security, the protection of physical and intellectual property and
the protection of individuals from harm.
Responsibilities:
01 Ensure clear communication of compensation and benefits plans consistent with
employee needs, company strategy and legal requirements.
02 Create, implement or maintain a review/audit process for international compensa-
tion and benefits programs.
03 Ensure that all compensation and benefits programs comply with local tax and
employment laws.
04 Ensure compliance with corporate and employee tax treatment.
05 Ensure compliance with local laws and regulations (including the application of
extraterritorial laws) to avoid adverse implications for company and employees.
06 Coordinate collective-bargaining activities and contract administration with local
unions as needed.
07 Establish, maintain and/or manage works councils in compliance with statutory
requirements.
08 Develop, implement and communicate ethics policies to all employees.
09 Develop, implement and communicate crisis-management plans (for example,
medical emergencies, disaster recovery).
10 Develop, implement and communicate employee and facilities security plans to
protect employee well-being.
11 Ensure compliance with globally recognized international regulations (for example,
Organization of Economic Cooperation and Development guidelines, International
Labor Organization conventions).
12 Ensure compliance with extraterritorial application of relevant U.S. laws.
13 Ensure compliance with U.S.-based international regulations (for example, Foreign
Corrupt Practices Act, Safe Harbor principles).
14 Establish alternative grievance/dispute resolution processes in compliance with local
laws and practices.
15 Ensure compliance with local laws and regulations regarding intellectual property
(for example, copyrighted training materials).
16 Establish and maintain employee records with appropriate regard for privacy regula-
tions.
17 Develop policies and practices that comply with local harassment and discrimination
laws.
54
Knowledge of:
86 U.S. laws related to international business (for example, Foreign Corrupt Practices
Act, Safe Harbor principles).
87 U.S. laws that apply overseas to U.S. citizens and non-U.S. employees (for example,
anti-discrimination, sexual harassment and other EEO provisions).
88 European Union (EU) directives related to workplace and employment.
89 North American Free Trade Agreement (NAFTA) labor provisions.
90 Local laws affecting employment (including recruiting, hiring, reference checking and
background checks).
91 Appropriate global or local techniques for facilitating positive employee relations
(for example, small group facilitation, dispute resolution and labor/management
cooperative strategies and programs).
92 Legal and customary role of works councils and trade unions.
93 Individual employment rights (for example, employee’s right to bargain, grievance
procedures, required recognition of unions, data privacy).
94 Legal requirements related to demographics of employees (for example, number of
local nationals versus foreign nationals required, positions required to be filled by
locals).
95 Workplace behavior issues/practices (for example, absenteeism, hours of work, work
days, religious practices).
96 Local country collective bargaining processes, strategies and concepts.
97 Local country workplace health and safety laws, regulations and practices.
98 Workplace security risks.
99 Local conditions relating to personal security (for example, kidnapping, terrorism,
carjacking).
100 Crisis management plans (for example, medical emergencies, disaster recoveries,
criminal prosecution).
101 Local country ethics and customary business practices.
102 Local laws related to termination/dismissal.
103 Accountability for legal compliance and ethical conduct of vendors and suppliers.
104 Intergovernmental organizations’ structure and responsibilities (for example, ILO,
OECD).
105 Laws related to plant closings, downsizing, employee redeployment/redundancy and
termination.
55
CORE KNOWLEDGE RELATED TO MULTIPLE DOMAINS OF
INTERNATIONAL HR ACTIVITY
Basic business, global, political and socioeconomic conditions, law and trade agreements
and how they relate to business operations.
Knowledge of:
106 Managing globally, including planning, directing, controlling and coordinating.
107 Interpersonal and organizational behavior concepts and applications in a global
context (including the use of geographically dispersed teams).
108 The application of human resource ethics and professional standards globally.
109 Change management strategies, processes and tools as employed in a global
context.
110 Global leadership concepts and applications.
111 Qualitative and quantitative methods and tools for analysis, interpretation and
decision-making purposes and their use globally.
112 Intercultural theory and culture-specific knowledge relevant to distinct business
needs.
113 Technology and human resource information systems (HRIS) to support global
human resource activities.
114 Strategies for managing global supplier relationships, selection processes and
contracts.
115 Effective use of translators and translations.
116 Third-party contract management, including development of requests for proposals
(RFPs).
117 Cross-border merger and acquisition integration practices and procedures.
118 International new site start-up practices and procedures.
56
APPENDIX C: COMPLETING THE APPLICATION
Candidates may apply for the exam using either a scannable application, which can be
obtained from HRCI or downloaded from the web site, or by using the online application
found at www.hrci.org. The following instructions apply to both applications; however, the
order in which some of the questions appear is slightly different depending on the applica-
tion being submitted. In addition, the section numbers referred to below apply only to the
paper application. Please read and follow all instructions carefully and submit complete
applications well in advance of the regular postmark deadline. Applications will not be
accepted after 11:59 p.m. (ET) on the late deadline date. Please contact PES at (866) 744-
HRCI if you have any questions.
SECTION 1 (NAME)
Provide your full name in this section.
For security purposes, proof of identification is required to enter the exam room.
Candidates must have an unexpired government-issued photo ID that matches the name
used on the application. Candidates without a matching government-issued photo ID will
not be allowed to test and will forfeit all fees. A Social Security card is not valid for identifi-
cation purposes. Please refer to the instructions in this handbook on how to file a name
change. Names cannot be modified online.
Please note that the name as it appears on your application will be how your name
appears on your certificate.
SECTION 2 (12-DIGIT HRCI ID NUMBER)

Candidates who have previously been issued an HRCI ID number should indicate their
12-digit number here. If you do not have an ID number leave this section blank. An ID
number will be sent to you in the confirmation e-mail and the ATT letter. If applying online,
this number will be assigned to you automatically.
SECTION 3 (EXAMINATION)
Enter the exam level (PHR, SPHR or GPHR) you will be taking. Students/recent graduates
can only take the PHR or GPHR exam.
SECTION 4 (TEST DATE/WINDOWS)

Indicate the testing window for which you are registering (paper application only).
57
SECTION 5 (SPECIAL ACCOMMODATION REQUESTS)
Candidates requesting special test accommodations should mark this box. Supporting
documentation should be included with the application submission.
SECTIONS 6–9 (HOME ADDRESS INFORMATION)

Authorization to Test (ATT) letters, score reports and recertification information are mailed
to your home address. These sections can be updated online.
SECTIONS 10–11 (DATE OF BIRTH AND HOME PHONE NUMBER)

Your birth date should appear as a two-digit month, two-digit day and four-digit year (e.g.,
March 31, 1957, would be 03 31 1957). Please include your home phone number, which
will be used if PES has questions about your application.
SECTION 12 (INTERNATIONAL/SUBDIVISIONS)
Candidates living outside of the United States, U.S. territories or Canada should indicate
their subdivision (i.e., county, parish), if applicable.
SECTION 13 (INTERNATIONAL/COUNTRY)
Candidates living outside of the United States, U.S. territories or Canada should indicate
their country of residence.
SECTIONS 14–17 (CURRENT POSITION, ORGANIZATION NAME, FAX AND

PHONE NUMBERS)
If currently employed, please enter your current title in the spaces provided. Abbreviations
are acceptable if using the scannable form. If not employed, leave these sections blank.
SECTIONS 18–24 (CURRENT ORGANIZATION INFORMATION)

If currently employed, please complete sections 18 through 24 with your organization’s full
address. If there is a change in employment after submitting the application but before the
exam date, please call PES at (866) 744-HRCI.
Candidates living outside of the United States, U.S. territories or Canada should complete
section 23 (if applicable) and section 24.
SECTION 25 (E-MAIL ADDRESS)

Please include a valid e-mail address. This is a required field. Candidates will be notified by
e-mail of exam eligibility. E-mail will be the primary communication mode when relaying
other important information. If your e-mail changes, be sure to update the information
online.
SECTIONS 26–31 (PROFESSIONAL DEMOGRAPHIC DATA)

Students/recent graduates and unemployed HR professionals should not complete these
sections.
58 In section 26, please enter your current job title level.

To complete section 27 on the paper application, please refer to the following HR functions
and list the numbers corresponding to your current work function.
HR Work Functions:
50 HR Generalist
51 Employment/Recruitment
52 Benefits
53 Compensation
54 Labor/Industrial Relations
55 Training/Development
56 Organizational Development
57 Legal
58 Health/Safety/Security
59 Employee Assistance Programs
60 Employee Relations
61 Communications
62 EEO/Affirmative Action
63 HRIS
64 Research
65 Consultant
66 Administrative
67 International HRM
68 Diversity
99 Other
In section 28 on the paper application, list the appropriate number from the corresponding
business industry code listed below that most closely describes your current organization’s
products or services.
70 Agriculture, Forestry, Fishing

71 Manufacturing (Nondurable Goods)
72 Manufacturing (Durable Goods)
73 Transportation
74 Utilities
75 Wholesale/Retail Trade
76 Finance
77 Insurance
78 Services, Profit
79 Services, Nonprofit
80 Health
84 Real Estate
59
90 Educational Services
91 Government
92 Construction & Mining
93 Oil & Gas
95 Library-Corporate/Public/Academic
96 Newspaper publishing and broadcasting
97 Independent Consultant
98 High-tech
99 Other
SECTIONS 29–31 ask for information about your organization’s total size, unit level
and department size. This information is used for demographic purposes only.
SECTION 32 (PROFESSIONAL CATEGORY)

This section determines the category in which you will be taking the exam.
Students/recent graduates with two years of exempt-level HR work experience must

take the examination as an HR professional under one of the other categories (e.g., HR
practitioner, educator, researcher, consultant).
SECTION 33 (HR EXPERIENCE)

Enter the total number of years of exempt-level (professional) HR work experience.
SECTION 34 (PREVIOUS EXAM ADMINISTRATIONS)

Please indicate if you have previously taken one of the HRCI exams.
SECTIONS 35–38 (DEMOGRAPHIC DATA)

Please indicate your gender, primary language, ethnicity and highest education level
attained. This information provides helpful demographic data, but is optional.
SECTION 39 (SHRM MEMBERSHIP)

To obtain the reduced rate, which is only applicable to National SHRM members,
individuals must list their 8-digit SHRM membership number at the time they apply.
Local-only chapter memberships do not qualify for the SHRM member rate.
SECTION 40 (INTERNATIONAL TEST CENTER)

If you intend to schedule the exam at a test center outside the United States, U.S. territories
or Canada, please indicate by completing this section. Otherwise, leave this section blank.
SECTION 41 (PASSWORD)
This password, created by the candidate (and the HRCI ID number that will be mailed to
60
candidates in their confirmation e-mail and their ATT letter), will be required to download
the online ATT letter and to access the online review/modify feature. The password can be
alpha and/or numeric. It is your responsibility to keep your password in a safe place in
order to access your exam application.
SECTION 42 (PROFESSIONAL EMPLOYMENT EXPERIENCE)

Document your exempt-level (professional) HR work experience. Provide enough information
about current and/or past work history to demonstrate at least two years of exempt-level
(professional) HR experience.
Starting with the most recent employer with which you held an exempt-level HR (professional)
position, list the organization’s name, telephone number, the position code(s) of the HR
position(s) held and the month/year of the corresponding start and end dates. If you have held
more than two positions with a given employer, use the space below each column to provide
additional information.
Position codes must be an exact match. Job titles that do not appear on the approved
position codes list are considered “other” (999) position codes. Candidates whose work
experience includes an “other” code must complete the supporting documentation form
and submit it with any other supporting documentation that outlines job responsibilities
(e.g., a current job description) at the time of application. Applications submitted without
the supporting documentation form are incomplete and may cause candidates to be
ineligible to take the exam or to be assessed a resubmission fee.
Student/recent graduate and recertification-by-examination candidates should not com-

plete this section. Students/recent graduates should submit a completed Student/Recent
Graduate Verification form in lieu of completing this section.
61
Approved Position Codes 041 Employment Law Attorney
001 AA/EEO Specialist 042 Employment Practices Specialist
002 AA/Policy & Procedure Administrator 043 Employment Practices Administrator
003 AA/EEO Analyst 044 Employment Practices Analyst
004 AA/EEO Manager 045 Employment Practices Manager
005 AA/EEO Director 046 Employment Practices Director
006 Assistant HR Manager 047 Employment Practices Vice President
007 Assistant HR Director 048 Health & Safety Specialist
008 Assistant VP Human Resources 049 Health & Safety Administrator
010 Benefits Specialist 050 Health & Safety Analyst
011 Benefits Director 051 Health & Safety Manager
012 Benefits Supervisor 052 Health & Safety Director
013 Change Management Manager 053 Health & Safety Vice President
014 Classification/Compensation 054 HR Administrator
Administrator 055 HR Analyst
015 Classification/Compensation Analyst 056 HR Specialist
016 Compensation & Benefits Specialist 057 HR Manager
017 Compensation & Benefits 058 HR Director
Administrator 059 HR Vice President
018 Compensation & Benefits Analyst 060 HR Consultant
019 Compensation & Benefits Manager 061 HR Generalist
020 Compensation & Benefits Director 062 HR Research Analyst
021 Compensation & Benefits Supervisor 063 HR Supervisor
022 Compensation & Benefits Vice 033 HR Professor (full-time)
President 064 HRD/Training & Development
023 Compensation & Benefits Consultant Specialist
024 Compliance Specialist 065 HRD/Training & Development
025 Education & Development Manager Administrator
026 Employee Benefits Manager 066 HRD/Training & Development Analyst
027 Employee Benefits Supervisor 067 HRD/Training & Development
028 Employee Relations Administrator Manager
029 Employee Relations Analyst 068 HRD/Training & Development
030 Employee Relations Manager Director
031 Employee Relations Director 069 HRD/Training & Development
032 Employee Relations Specialist Supervisor
034 Employee Relations Vice President 070 HRD/Training & Development Vice
035 Employment Specialist President
036 Employment Administrator 071 HRIS Specialist
037 Employment Analyst 072 HRIS Administrator
038 Employment Manager 073 HRIS Analyst
039 Employment Director 074 HRIS Manager
040 Employment VP 075 HRIS Director
62
076 HRIS Supervisor 106 Staffing Administrator
077 HRIS VP 107 Staffing Manager
078 Industrial Relations Specialist 108 Staffing Director
079 Industrial Relations Administrator 109 Staffing Supervisor
080 Industrial Relations Analyst 110 Staffing VP
081 Industrial Relations Manager 111 Trainer
082 Industrial Relations Director 112 VP of People
083 Industrial Relations Supervisor 113 Workers’ Compensation Specialist
084 Industrial Relations VP 114 Workers’ Compensation Analyst
085 Job Developer/Specialist 115 Workers’ Compensation Manager
086 Job Placement Specialist 116 Workers’ Compensation Director
087 Labor Relations Specialist 117 Workforce Planning Manager
088 Labor Relations Administrator
089 Labor Relations Analyst INTERNATIONAL
090 Labor Relations Manager 120 Expatriate Programs Manager
091 Labor Relations Director 121 Global Mobility Manager
092 Labor Relations Supervisor 122 Global Recruiter
093 Labor Relations VP 123 Global Staffing Manager
094 Military Personnel Officer 124 Global Supplier Relations Manager
095 Organizational Development 125 Global Talent Manager
Specialist 126 International Compensation &
096 Organizational Development Benefits Manager
Administrator 127 International Employment Law
097 Organizational Development Analyst Attorney
098 Organizational Development 128 International HR Consultant
Manager 129 International HR Director
099 Organizational Development Director 130 International HR Immigration
100 Organizational Development VP Specialist
101 Payroll/Benefits Specialist 131 International HR Manager
102 Recruiter 132 International HR VP
103 Recruitment Manager 999 Other
104 Recruitment Director
105 Safety Manager
63
SECTION 43 (PERMISSION TO CONTACT YOU AND TO SHARE YOUR
INFORMATION WITH SHRM)
HRCI would like to provide you with information about your certification. We may do so
primarily through e-mail, including a quarterly newsletter and recertification reminder
notices. Certificates are mailed to your primary address. HRCI also lists newly certified indi-
viduals on our web site. While HRCI does not make our mail list available to outside organ-
izations, we do share certification and contact information with the Society for Human
Resource Management (SHRM). If you DO NOT wish HRCI to share your information with
SHRM, you will need to contact SHRM separately for any address updates you may have. If
you allow HRCI to share your information with SHRM, please note that SHRM makes its
mailing address information available to its affiliates (for example, the SHRM Foundation
and SHRM chapter and state councils) and through mail list sales unless you notify SHRM
directly that you do not wish this information to be shared.
SECTION 44 (AFFIRMATION)
Candidates are bound by the policies and procedures outlined in this handbook. Read and
sign the affirmation in section 44. Applications received without signatures will not be
processed.
SECTION 45 (FEES)
Paper application only. Fees paid online are automatically calculated depending on the date
in which the application is being submitted, the type of exam being taken and whether the
candidate is an SHRM member.
Mark the applicable fees in this section. If the application is postmarked after the regular
deadline but on or before the late deadline, include the late fee. If proper payment is not
included at the time of application, application processing will be delayed, you may be
assessed the resubmission fee and you may be deemed ineligible to take the exam.
Fees charged to VISA, MasterCard or American Express must include the information
requested in section 45, including the cardholder’s name and signature. Payments made by
money order, certified/cashier’s check or organizational check should be made payable to
Professional Examination Service. Be sure to include payment with the application and indi-
cate your name and home telephone number (including area code) on the check or money
order.
Mail-in payments received without a completed application packet or without the candi-
date’s name indicated on the check or money order may be returned to the sender.
64
APPENDIX D: FORMS
65
SUPPORTING DOCUMENTATION OF HR PROFESSIONAL EMPLOYMENT EXPERIENCE FORM
Who should use this form? Candidates whose qualifying job title(s) is (are) “other” or “999” on the position code list. If more
than one position requires supporting documentation, please photocopy this form as needed.
Name: ______________________________________ Job Title:_____________________________________________
Organization Name: ________________________________________________________________________________
Organization Address:_______________________________________________________________________________
Supervisor’s Name and Phone Number: __________________________________________________________________
Dates Employed: From:_________________________________________ To:___________________________________

Month/Year Month/Year
Job Duties and Responsibilities: ________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Please check one:
I certify that this position is/was at the exempt (professional) level. nonexempt level.*
(Checking “nonexempt” and submitting this form is not a guarantee of eligibility.)
Please estimate what percent of time was spent on a daily basis in each of the following functional areas. Include a brief
description of those activities. Additional documentation in the form of a job description may be attached.
STRATEGIC MANAGEMENT Percent of Daily Activities___________
Description of Activities:_______________________________________________________________________________
_______________________________________________________________________________________________
WORKFORCE PLANNING AND EMPLOYMENT/GLOBAL STAFFING Percent of Daily Activities___________
_______________________________________________________________________________________________
HUMAN RESOURCE DEVELOPMENT/ORGANIZATIONAL EFFECTIVENESS AND

EMPLOYEE DEVELOPMENT Percent of Daily Activities___________
_______________________________________________________________________________________________
TOTAL REWARDS/GLOBAL COMPENSATION AND BENEFITS Percent of Daily Activities___________
_______________________________________________________________________________________________ 67
SUPPORTING DOCUMENTATION OF HR PROFESSIONAL EMPLOYMENT EXPERIENCE FORM (CONT.)
EMPLOYEE AND LABOR RELATIONS/INTERNATIONAL

EMPLOYEE RELATIONS AND REGULATIONS Percent of Daily Activities___________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
INTERNATIONAL ASSIGNMENT MANAGEMENT Percent of Daily Activities___________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
RISK MANAGEMENT Percent of Daily Activities___________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
I attest that the facts presented on this form are accurate and complete and demonstrate to the best of my ability that more than
51 percent of my time on a daily basis in the position described above was spent doing exempt-level (professional) HR work. I also
understand that the decision regarding my eligibility to take the exam will be made on the basis of this and any other documenta-
tion submitted with this form. There is no appeal process to denial of eligibility.
Candidate’s Signature _________________________________________ Date__________________________________
Candidate’s Printed Name____________________________________________________________________________
Home Telephone Number ________________________ HRCI ID# (If previously assigned) ___________________________
Return this completed form along with any other related supporting documentation to PES.
If applying online, please mail or fax this completed form (along with a copy of your summary page) to PES within five busi-
ness days of application to avoid a resubmission fee. If using the scannable application, please mail this completed form with
your application.
Mail or fax form to: PES

(212) 367-4318 (fax)
68
STUDENT/RECENT GRADUATE VERIFICATION FORM
This form must be submitted by all student/recent graduate candidates for the PHR or GPHR exam in lieu of the professional
employment experience section of the application form. Complete either the current student or recent graduate section below.
Remember, candidates are NOT eligible as a student/recent graduate if they meet the experience requirements for the exams.
Student/recent graduate candidates will not be considered certified and are prohibited from using the PHR or GPHR designation
until they have completed the work experience requirement and successfully completed their degree.
COMPLETE THIS SECTION IF YOU ARE CURRENTLY A STUDENT

Your full name as it appears on your application____________________________________________________________
Will graduate from _________________________________________________________________________________

(Full name of educational institution)
_______________________________________________________________________________________________
(City, state, country of educational institution)
on _________________________________________with a _______________________________________________
(Graduation date) (Degree to be awarded, e.g., Bachelor’s, Master’s, etc.)
College/University Official
(Please verify the accuracy of the above information by completing and signing this section.)
Print name of college/university official____________________________________________________________________
Signature of college/university official______________________________Date __________________________________
Title of college/university official ________________________________________________________________________
COMPLETE THIS SECTION IF YOU ARE A RECENT GRADUATE

As evidence of my eligibility under the recent graduate category, I have attached a photocopy of my diploma or transcript showing
that my bachelor or master’s degree was granted within one year of the exam date.
Print name as it appears on your HRCI application form ______________________________________________________
Signature __________________________________________________Date __________________________________
your application.

(212) 367-4318 (fax)
69
SPECIAL TESTING ACCOMMODATION REQUEST FORM
Candidates with disabilities covered by the Americans with Disabilities Act (or the Canadian/Australian equivalent) should com-
plete this form and have an appropriate licensed professional complete the Documentation of Disability-Related Needs form so
their requests for accommodations can be processed efficiently. The information provided and any documentation regarding the
disability and the need for accommodation in testing will be treated with strict confidentiality.
APPLICANT INFORMATION
Last Name:___________________________ First Name: _________________________ Middle Name:_______________
Address: ___________________________________________________________________________________________
City:________________________ State: _______ ZIP/Country Code:______________ Country:_____________________
Home Telephone Number: ________________________ HRCI ID # :___________________________________________
Testing Window: ___________________________________________________________________________________
SPECIAL TESTING ACCOMMODATIONS

Please check the exam for which you are applying.
Professional in Human Resources (PHR)

Senior Professional in Human Resources (SPHR)
Global Professional in Human Resources (GPHR)
Check all that apply:
Accommodation Wheelchair access

Special seating
Reader
Recorder
Extended testing time (time and a half)
Separate testing area
Zoom text font size
Other special accommodations (please specify)
your application.

(212) 367-4318 (fax)
70
DOCUMENTATION OF DISABILITY-RELATED NEEDS BY QUALIFIED PROFESSIONAL
This section must be completed by a licensed health care provider or an educational or testing professional to ensure that PES is
able to provide the required test accommodations.
The nature of the disability, identification of the test(s) used to confirm the diagnosis, a description of past accommodations
made for the disability and the specific testing accommodations requested must be included.
PROFESSIONAL DOCUMENTATION
I have known _______________________________________________ since __________________________________
(Name of Applicant) (Date)
in my capacity as a(n) _______________________________________________________________________________

(Professional Title)
The applicant discussed with me the nature of the test to be administered. It is my opinion that, because of this applicant’s disabil-
ity described below, he or she should be accommodated by providing the special arrangements listed on the Special Testing
Accommodation Request form.
Comments: ___________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Signature:__________________________________________________
Title:________________________________________________________ Date: _________________________________
License #: ____________________________________________________________________________________________
(if applicable)
your application.
Professional Examination Service

Tel: (866) 744-HRCI (4724)
Fax: (212) 367-4318
71
REVIEW OF EXAM SCORE FORM
DO NOT SUBMIT THIS FORM UNTIL AFTER YOU HAVE RECEIVED YOUR SCORE REPORT.
DIRECTIONS: This request must be received with the appropriate fees and information no later than six months after the test
date. Please print or type all information on this form. Review of exam score results is final. Review of exam scores will be
processed and mailed approximately two weeks from the receipt of the request.
Please enclose a certified or cashier’s check, money order or organizational check in the amount of U.S.$50 made payable to
Professional Examination Service. VISA, MasterCard, American Express and personal checks are not accepted for this service. Please
do not send cash. Mail your request to PES: Professional Examination Service, HRCI Testing Office (470), 475 Riverside Drive, 6th
floor, New York, NY 10115, USA
Please check the certification exam that applies to you.
Professional in Human Resources (PHR)

Senior Professional in Human Resources (SPHR)
Global Professional in Human Resources (GPHR)
Last Name:___________________________ First Name: _________________________ Middle Name:_______________
Address: _____________________________________________________________________________________________
City: ________________________ State:________ ZIP/Country Code:______________ Country:_____________________
Home Telephone Number: ______________________________________ HRCI ID # : ____________________________
Exam Date:__________________________________________________________________________________________________
If the information above is different from what you provided on the original application, please provide below the information
entered on the original exam application.
Last Name:___________________________ First Name: __________________________ Middle Name:_______________
Address: _____________________________________________________________________________________________
City: _________________________ State: ________ ZIP/Country Code: ______________ Country:___________________
Home Telephone Number:________________________________________ HRCI ID #: _____________________________
Exam Date: __________________________________________________________________________________________
I hereby request PES to review my exam score.
Candidate’s Signature:______________________________________________________ Date: _____________________
72
APPENDIX E: INTERNATIONAL EXAM DELIVERY
INTERNATIONAL APPOINTMENT SCHEDULING

International candidates should contact www.prometric.com/hrci or one of the following
Prometric Regional Contact Centers to schedule an appointment once they have received
their ATT letter. Please note that some international testing centers will not start scheduling
testing appointments until October 1 for international candidates planning on taking the
PHR or SPHR exam after January 1.
Prometric REGIONAL CONTACT CENTER INFORMATION
(1) Regional Contact Center (4) Prometric

Prometric Attn: PTC Registrations Middle East
Attn: PTC Registrations Africa Noorderwagenplein 6
Noorderwagenplein 6 8223 AL - Lelystad
8223 AL - Lelystad The Netherlands
The Netherlands Telephone: +31 320 239 530
Telephone: +31 320 239 593 Fax: +31 320 239 531
Fax: +31 320 239 886
(5) Prometric
Hours: Monday–Friday (9:00 AM to
Attn: PTC Registrations South East
6:00 PM GMT +0100)
Asia
(2) Prometric PO Box 12964
Attn: PTC Registrations Europe 50794 Kuala Lumpur
Noorderwagenplein 6 Malaysia
8223 AL - Lelystad Telephone: +60-3-7628-3333
The Netherlands Fax: +60-3-7628-3366
Telephone: +31 320 239 540
Fax: +31 320 239 541 (6) Prometric
Attn: PTC Registrations People’s
(3) Prometric
Republic of China
Attn: PTC Registrations Latin
P.O. Box 84-056 Beijing
America and Caribbean
China international examination
3110 Lord Baltimore Drive
bureau 100084
Baltimore, Maryland 21244
People’s Republic of China
USA
Telephone: +8610-62799911
Telephone: +1-443-751-4995
Fax: +8610-82520243
Fax: +1-443-751-5980
73
(7) Prometric Testing Private Limited (9) Korean-American Educational
Attn: PTC Registrations India Commission (KAEC) / Prometric
2nd Floor Attn: PTC Registrations Korea
DLF Infinity Tower - A Mapo-gu YOMNI DONG
Sector 25, Phase II 168-15
DLF City Gurgaon Seoul 121-090
Haryana 122002 Republic of Korea
Telephone: 0124-4147700 Telephone: +82-2-2116-8331 or
Fax: 0124-4147773 1566-0990
Fax: +82-2-327-54029
(8) R-Prometric, K.K.
Attn: PTC Registrations Japan (10) Prometric Regional Registration
Kayabacho Tower 15th Floor Center (Region 6)
1-21-2 Shinkawa Attn: PTC Registrations Australia
Chuo-ku and New Zealand
Tokyo 104-0033 21A-15-1 Faber Imperial Court
Japan Jalan Sultan Ismail
Telephone: +81-3-5541-4800 50250 Kuala Lumpur
Fax: +81-3-5541-4810 Malaysia
Telephone: 612-96405899
If you need to contact Prometric for questions regarding testing internationally, please visit
www.prometric.com/hrci and click on the link on the right-hand side marked “Contact us
through our Online Form.” In the “Select Your Testing Program” field, please select “Human
Resource Certification Institute” from a drop-down list, and also the country in which you are
testing. Your message will be directed to the appropriate Prometric Regional Registration
Center.
74
COUNTRIES SERVED BY REGIONAL CONTACT CENTERS
Each Prometric Regional Contact Center serves many different countries. Candidates should
locate below the country in which they will test and then contact the corresponding
Prometric Regional Contact Center.
CENTER (1) CENTER (2) CENTER (3) CENTER (4) CENTER (5)
Africa Europe Latin America Middle East Southeast Asia
and Carribean
Benin Armenia Argentina Bahrain Bangladesh
Botswana Austria Bolivia Egypt Hong Kong
Burkina Faso Azerbaijan Brazil Israel Indonesia
Cameroon Belarus Chile Jordan Malaysia
Chad Belgium Colombia Kuwait Nepal
Comoros Bulgaria Dominican Republic Lebanon Pakistan
Congo Croatia Guatemala Morocco Philippines
Cote D’Ivoire Cyprus Mexico Oman Singapore
Eritrea Czech Republic Panama Qatar Taiwan
Ethiopia Denmark Peru Saudi Arabia Thailand
Gabon Estonia Venezuela Syria Vietnam
Gambia Finland Tunisia
Ghana France United Arab Emirates
Guinea Germany Yemen
Guinea Bissau Greece
Kenya Hungary
Lesotho Iceland
Madagascar Ireland
Malawi Italy
Mali Kazakhstan
Mauritius Kyrgyzstan
Mozambique Latvia
Namibia Lithuania
Niger Luxembourg
Nigeria Macedonia
Reunion Malta
Rwanda Moldova
Senegal Netherlands
Sierra Leone North Cyprus
South Africa Norway
Swaziland Poland
Tanzania Portugal
Togo Romania
Uganda Russian Federation
Zaire Slovakia
Zambia Spain
Zimbabwe Sweden
Switzerland
Tajikistan
Turkey
Turkmenistan
Ukraine
United Kingdom
Uzbekistan
75
COUNTRIES SERVED BY REGIONAL CONTACT CENTERS (CONT.)
CENTER (6) CENTER (7) CENTER (8) CENTER (9) CENTER (10)
People’s India Japan Republic of Australia and
Republic of Korea New Zealand
China
Beijing Ahmedabad Osaka Taegu Sydney
Chang Sai Allahabad Tokyo Seoul Melbourne
Chengdu Bangalore Yokohama Seoul Mapo-Gu Auckland
Dalian Calcutta
Guangzhou Hyderabad
Harbin Chennai
Jinan New Delhi
Kunming Trivandrum
Nanjing Mumbai
Shanghai
Wuhan
Xiamen
Xian
76
INTERNATIONAL EXAM RESCHEDULES
Candidates can reschedule exam appointments as often as they wish within their testing
window. Exam testing windows, however, cannot be changed. Test center seats fill up
quickly, so be sure to reschedule as early as possible during the testing window.
There is no charge for rescheduling exam appointments but this must be done no later
than 12:00 noon (Regional Contact Center time) five business days before the scheduled
exam. Candidates who do not reschedule exam appointments within that time frame and
who do not appear to take the exam will be considered no-show candidates and will forfeit
all fees. Candidates attempting to reschedule their exam appointment less than 30 days
before the end of the testing window cannot be guaranteed that a seat will be available.
To reschedule your appointment, contact Prometric at www.prometric.com/hrci or your
Regional Contact Center.
INTERNATIONAL WITHDRAWALS AND REFUND POLICIES

Withdrawals
Candidates may withdraw from the exam by canceling their appointment on or before
12:00 noon (Regional Contact Center time), five business days before the exam appoint-
ment. To cancel an exam, contact Prometric at www.prometric.com/hrci or your Regional
Contact Center.
Candidates who have not scheduled an appointment with Prometric but who wish to with-
draw from the exam should refer to the “Refunds” section of this appendix.
Withdrawing from an exam appointment does not automatically trigger a refund.

Refund requests must be submitted in writing to PES on or before the last day of the test-
ing window. Please see the refund policy and procedures below for more information.
Refunds
Candidates who withdraw from the exam on or before the late application deadline will
receive a full refund of their exam fees. The $75 application fee is nonrefundable.
Candidates who withdraw from the exam after the late application deadline but no later
than 12:00 noon (Regional Contact Center time) five business days before the exam
appointment will receive a 50 percent refund of their exam fees. The $75 application fee
is nonrefundable.
Candidates who do not cancel their exam appointment within the specified time frame
and/or do not appear for an exam appointment are considered no-show candidates and
forfeit all fees. Candidates who cannot take the exam due to a medical or personal
emergency should refer to “Refunds for Medical or Personal Emergencies” in Section 3
of this handbook.
Candidates who do not schedule an exam appointment with Prometric and who do not
request a refund on or before the last day of the testing window are considered no-
show candidates and forfeit all fees.
77
Refund requests must be submitted in writing and mailed or faxed to PES on or before
the last day of the testing window (see “Submitting Refund Requests” below for address
information). Application fees and other optional service fees are nonrefundable.
Refund requests must include the following information:
Candidate’s full name as it appears on the application.

Home and e-mail addresses.
HRCI ID number (found in the ATT letter).
Test center location (if applicable).
Exam appointment date and time (if applicable).
Date and time the appointment was canceled (if applicable).
Candidates who did not schedule an exam appointment must include with their refund
request a statement indicating that no exam appointment was scheduled with Prometric.
If the refund is to be made payable to an organization, please include the organization’s

name and tax ID number. Refunds and overpayments are issued no later than five weeks
after the close of the testing window.
Submitting Refund Requests

Mail or fax all refund requests to:
PES
(212) 367-4318 (fax)
INTERNATIONAL NO-SHOW CANDIDATES

Candidates who do not appear for their scheduled exam appointment, who arrive more
than 15 minutes late for their appointment, who appear with improper ID or who cancel
their appointment later than 12:00 noon (Regional Contact Center time) five business days
before the scheduled exam (without a documented personal or medical emergency) will be
considered no-shows and will forfeit all fees. No-show candidates may reapply for a future
exam window and pay the full fees.
PRESENTING POSITIVE PROOF OF IDENTITY AT

INTERNATIONAL TEST CENTERS
All identification documents must be in Latin characters. Candidates testing outside of their
country of citizenship must present a passport. Candidates testing within their country of
citizenship must present either a passport, driver’s license, national ID or military ID.
Candidates must have acceptable and unexpired photo identification to be admitted to a
78
test center. If a candidate’s primary ID does not have a photo and signature, a secondary
(backup) ID that contains either a photo or signature (whichever is missing on primary)
may be presented. The name on the backup ID must exactly match the primary ID and the
name in the scheduling system. Candidates who arrive at the test center without the
required identification will not be permitted to test and will forfeit all fees.
CONFIRMING INTERNATIONAL APPOINTMENTS

Appointment confirmation numbers are given to candidates at the time the appointment is
made. If appointments are made by phone, appointment details are verified over the phone
and an e-mail confirmation of your appointment will be sent. Candidates who schedule
online will receive e-mail confirmations of their appointments. Candidates can confirm
appointments online at www.prometric.com/hrci (the appointment confirmation number
will be required). If you lose your confirmation number, you can confirm your appointment
by contacting your Regional Contact Center. Candidates should verify their appointments as
soon as possible, but no later than three days before the scheduled exam.
INCLEMENT WEATHER AND LOCAL OR NATIONAL EMERGENCIES

In the event of inclement weather or a national or local emergency, please contact
Prometric at the Regional Contact Center to determine appointment status. If the center is
closed and appointments are canceled, candidates should wait two business days before
calling to reschedule their appointments to allow for eligibility resetting.
HRCI, SHRM, PES AND PROMETRIC

The Human Resource Certification Institute is an independent, internationally recognized
certifying body for the HR profession. Established in 1976, HRCI awards certifications to
professionals who meet eligibility standards and pass a rigorous examination. HRCI testing
requires professionals to demonstrate their expertise in the core principles of HR practice
and the practical application of those principles. To remain certified, individuals must
fulfill continuing education requirements or demonstrate their current knowledge of the
profession through retesting. HRCI is an affiliate of the Society for Human Resource
Management (SHRM).
SHRM is the world’s largest association devoted to human resource management. The
Society serves the needs of HR professionals and advances the interests of the HR profes-
sion. Founded in 1948, SHRM has more than 225,000 members in over 125 countries, and
more than 575 affiliated chapters. Visit www.shrm.org.
HRCI contracts with the Professional Examination Service (PES) to screen HRCI exam
applications for eligibility, process payments, issue Authorization to Test letters, score the
exams and mail score reports and certificates. PES also provides psychometric expertise on
item writing, exam construction and item analysis; maintains the item banks; and provides
statistical information.
79
Prometric is the global leader in technology-enabled testing and assessment services for
information technology certification, academic admissions and professional licensure and
certifications. Prometric delivers standardized tests for more than 300 clients, in more than
25 languages, over the Web and through a global network of test centers in 121 countries.
Prometric is the testing vendor with which HRCI contracts for exam delivery services. These
services include providing the scheduling and administering and proctoring the exams.
HRCI MODEL OF PROFESSIONAL EXCELLENCE

The personal standards of honor and integrity of certified HR professionals must, at all
times, be above reproach and conduct should be in a manner that reflects favorably on the
profession.
By adhering to the highest standards of honor and integrity, HR professionals create an

ethical climate within their organizations.
HR professionals have a duty to protect the interests of employees, the organization and
society and to promote and encourage:
Honesty and trustworthiness in all working relationships.

Reliability in performing assigned responsibilities.
Truthfulness and accuracy in what is said and written.
Constructiveness and cooperation in working relationships.
Fairness, consideration and nondiscrimination in how we treat others.
Adherence to the law in all activities.
Economical use of resources.
Commitment to excellence in the performance of work.
Respect for the privacy of others.
PHR, SPHR AND GPHR CERTIFICATION HANDBOOK

This handbook contains complete information about the Professional in Human Resources
(PHR), the Senior Professional in Human Resources (SPHR) and the Global Professional in
Human Resources (GPHR) exams. It explains eligibility requirements, describes the general
content of the exams, provides test specifications and explains what happens after the
exam. Strict adherence to all procedures and deadlines in this handbook is critical. If you
still have questions about the application process after having read the handbook, please
contact HRCI at (703) 548-3440 or (866) 898-HRCI.
PHR-CA, SPHR-CA AND CERTIFICATION HANDBOOK

For more information about the PHR-CA/SPHR-CA certification, please refer to the PHR-
CA/SPHR-CA Handbook, which can be found online at www.hrci.org/certification/CA. To
be eligible to take the California specific certification exam, you must be either PHR or
SPHR certified.
80
HR Certification Institute
1800 Duke Street, Alexandria, Virginia, USA 22314
US Toll Free +1.866.898.4724
Phone +1.703.548.3440
e-mail: info@hrci.org
web site: www.hrci.org
© 2008 HRCI
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2008 Certification Handbook

PHR • SPHR • GPHR

GPHR – Global Professional in PES

Questions on application status

Questions on supporting documentation

List of testing centers www.prometric.com/hrci

Temporary test site closures www.prometric.com/sitestatus

PHR and SPHR

PHR AND SPHR TESTING WINDOWS AND DEADLINES

California certification (PHR-CA and SPHR-CA)

STEP 1 STEP 2 STEP 3 STEP 4

Name on application Appendix B “Studying for the Exam”

Paper applications must Appendix C Policies for exam sched-

APPLYING FOR THE EXAM

AFTER APPLYING FOR THE EXAM

STUDYING FOR THE EXAM

AFTER THE EXAM

APPENDIX A – PHR AND SPHR TEST SPECIFICATIONS ........................................35

Certifications differ from certificate programs because certifications, by definition, include a

Why Is Certification Desirable?

Purpose and Use of Certification

PHR AND SPHR EXAM FUNCTIONAL AREAS

Strategic Management 12% 29%

GPHR EXAM FUNCTIONAL AREAS

Strategic HR Management 22%

HRCI CERTIFICATION DENIAL AND REVOCATION APPEALS PROCESS

Certification Denial and Revocation

Falsification of work experience or other information on the exam application.

Certification Denial and Revocation Appeals Process

be in writing, signed by the candidate and sent to HRCI by certified mail;

Eligibility is determined by the information found in the Professional Employment Experience

Documenting Work Experience

Exempt-Level (Professional) Work Experience

In the HR field, exempt-level positions are categorized as:

PHR or SPHR? Choosing the Appropriate Exam

Required exempt-level (professional) HR experience 2 Years 2 Years

Focuses on program implementation.

Designs and plans rather than implements.

Completed Student/Recent Graduate Verification forms should be mailed with the

Submitting Proof of Work Experience

Obtain and document two years of exempt-level (professional) HR work experience;

Student Use of the PHR and/or GPHR Designation

Some certified professionals prefer to recertify by retaking the exam.

Recertification-by-examination candidates must:

Take the exam before their certification cycle expires.

Recertification-by-examination candidates are subject to the same exam fees as outlined in

TESTING WINDOWS, APPLICATION DEADLINES AND FEES

Testing Windows and Deadlines

2008 EXAM FEES

CALIFORNIA CERTIFICATION (PHR-CA AND SPHR-CA)

SHRM Member Rate

Money Orders, Certified/Cashier’s and Organizational Checks

ADDITIONAL SERVICE FEES

Exam Level Change—SPHR to PHR U.S.$20

Review of Exam Score U.S.$50

Duplicate/Replacement Score Reports/Certificates U.S.$20

SPECIAL ACCOMMODATION REQUESTS

A special accommodation request must be made by the candidate at the time of